Generic Salary Survey 2009

GENERIC SALARY SURVEY 2009 16th EDITION OUR SALARY ADVICE PAYS! “Rewarding our people in a correct and competitive way is a crucial part of our organisational strategy. The software tools and products of Hudson are thé market reference for translating our vision into a policy which is in conformity with the market as well as just.” Dominique, HR Manager HUDSON REWARD MANAGEMENT FOR MORE INFORMATION, CONTACT US ON +32 9 242 54 44 EXPERTS IN REMUNERATION OUR SALARY ADVICE PAYS! Talent, commitment and loyalty are priceless. It is because of your employees that your organisation actually advances. Investing in the human capital of your organisation is a must. Drawing up this policy strategically, is also taking great pains over a professional remuneration policy which takes the market into account. Hudson is the absolute market leader with regard to salary surveys and organises each year several market analyses with a general or more specific nature. Many organisations rely on Hudson for their sector or function specific remuneration surveys. Our salary surveys provide a wealth of information, indispensable for the establishment of a remuneration policy which is in conformity with the market. The salary surveys of Hudson offer you a wide range of reports, software packages and custom advice. In short, thé solution for numerous remuneration issues. As market leader, Hudson each year guarantees you the largest, most representative and reliable database with regard to reward practices in Belgium. As a result, our survey has grown to be thé reference for the Belgian market. “As market leader in our sector of potato products, it is nice to work with a market leader in salary surveys; this tool elegantly converts the subjectivity of remuneration into objectivity.” Steven Van Durme, Human Resources Director BE & FR, McCain Foods “Income and Editor help us with the definition of a competitive and fair starting salary, and with our yearly salary positioning in light of career development within our organisation.” Florent Van Weverberghe, Manager Business Administration & HR, Honda Access Europe “An excellent tool with a high return on investment. We use Income - Editor in our discussions with business managers in order to set the correct remuneration level for our employees when they are promoted or hired. Our business managers particularly appreciate the positioning in relation to a relevant remuneration market.” Eddy Vandersmissen, HR Director, Cegelec “As an organisation which is active in a competitive market, it is important to be able to benchmark our remuneration and labour conditions in an efficient and correct way. The salary survey of Hudson is the tool par excellence to meet these requirements. That is why the salary survey has become an important instrument to watch over and to adjust our remuneration policy, retention management, …” Ivan Portael, HR Manager, Hessenatie Logistics NV “Clear and transparent reference material with a highly representative value! Hudson’s salary survey is used as a standard for all generic functions within VIB!” Marijke Lein, HR Manager, VIB “Hudson’s salary survey puts an extensive database with objective salary data at our disposal – it is an important tool for fixing the remuneration package for newcomers and it gives a clear image of the position of our remuneration policy with regard to the market situation.” Filip Clabots, Human Resources Director, Mondi Belcoat N.V. “A ‘must have’ HR tool for every HR professional who aims at objectivity in the allocation of remuneration conditions to employees. The analyses, graphs and reports of Income© and Editor© allow us to create a healthy balance between internal justice and external market conformity.” Karel Mertens, Directeur Human Resources, Concentra Media © © © © EXPERTS IN REMUNERATION OUR METHODOLOGY: QUALITY AND RELIABILITY The methodology we use for the realisation of our generic survey entails quality, reliability and continuity in the salary database. Our salary database is rebuilt annually. This means that all salary observations are st linked to one given moment in time, viz February 1 . During the preparation we put a lot of work into the questionnaire and the reference functions. We translate your feedback from the previous year into more accessible and user-friendly tools. The enquiry process is permanently optimised. Phase 1 - January Preparation Over 1,500 organisations in Belgium are invited to participate to our salary survey. The consultants of the Reward team will contact you by telephone and provide you with the necessary information or support with regard to your participation to and/or purchase of our survey. They will help you with the matching of your functions and with the correct filling-in of the questionnaire. During this phase they vouch – along with you – for the quality of the data. Phase 2 - February Start data-intake The questionnaire sounds out an extensive list of function and reward elements for each of your employees (employee population). Additionally, you are asked to indicate with which reference function and with which function level each employee corresponds best by using an overview of standard job descriptions (Job Matching Guide). Furthermore we also inquire after a number of elements of your remuneration policy. Phase 3 February/March Inquiry Phase 4 - April/May The data provided by you will be statistically analysed using our own developed methods. These methodology and instruments guarantee the quality, representativeness and full confidentiality of the reported results. Reward experts examine the incoming data and will contact you if there are uncertainties or problems. Data analysis and processing In 2009 our products (software and reports) give an overview of the market remuneration of 172 reference functions and 20 diploma groups. The results are based on a sample of 116 903 observations originating from 739 organisations. As a result, we have at our disposal the largest, most representative and reliable database with regard to remuneration practices in Belgium. Phase 5 - June Results REFERENCE FUNCTIONS A SPECTRUM OF REFERENCE FUNCTIONS Each year we inquire more than 200 reference functions. These reference functions are divided into 12 job families: Group Direction & General Direction Sales & Marketing Finance ICT Production & Technique Engineering Research & Development and Quality Human Resources Logistics & Purchasing Service Administration Staff All functions for which we receive sufficient data will be reported. In order to guarantee the representativeness of our survey, as well as the confidentiality for our participants, we do not report functions for which we have received less than 50 observations. All participating organisations receive an overview of our generic job descriptions (Job Matching Guide). These job descriptions will allow them to match their own functions with one of these reference functions. By encouraging organisations to do their own matching as much as possible, we are able to deliver a product of high quality. In order to refine the matching, all our reference functions (excepting Group Direction functions) have been subdivided into 3 levels: the job description “=” is the standard profile, the description “+” is the function differentiated towards a slightly higher profile, the description “-“ towards a slightly lower profile within the function. This differentiation has been made by means of a number of discriminating factors which can influence the weight of a function within an organisation, such as technical expertise, the autonomy of the jobholder and the context in which the function is performed. All reference functions have been evaluated according to Hudson’s 5+1 Compas® job evaluation system. This allows you to consult the market data on the basis of job weight or classification. REFERENCE FUNCTIONS 172 REPORTED REFERENCE FUNCTIONS Group Direction & General Direction Business Unit Manager Sales & Marketing Sales & Marketing Director Sales Director Marketing Director International/Export Sales Manager Sales Manager Regional/District Sales Manager Key Account Manager Account Manager Sales Engineer Representative Sales Promoter/Merchandiser Telesales Manager Telesales Team leader Teleseller Manager Sales Administration/Order Processing Assistant Sales Administration/Order Processing Employee Sales Administration/Order Processing Branch Manager Shop Assistant Marketing Manager Marketing Specialist Marketing Employee Business Development Manager Category Manager Product Manager Market Analyst/Market Researcher Specialist Product Development Manager Advertising, Promotion & Events Specialist Advertising & Promotion Manager PR & Communication Specialist PR & Communication Events Specialist Finance Director Finance & Administration Manager Accounting & Finances Chief Accountant Accountant Employee Accounting Manager Budget & Control Controller Financial Analyst Cost Accountant Credit Controller Audit Manager Auditor Treasurer Tax Manager Tax Specialist ICT ICT Director Manager ICT Application Architect Project Manager/Leader IT IT Consultant Business Analyst Functional Analyst Analyst Programmer Programmer Operations Support Manager Helpdesk & PC Support ICT Operator Network Manager System Architect System Engineer System Administrator Security Engineer Database Administrator Web Master Telecom Engineer Production & Technique Production & Technique Director Production Manager Production Leader Head of Production Department Foreman Production Shift Boss Production Project Engineer Production Line or Process Operator Production Machine Operator Production Manager Operations (non-production) Assistant Operations (non-production) Production Planning Manager Production Planner Production Planning Employee Work Preparator Technical Calculator Maintenance Manager Head of Maintenance Department Maintenance Foreman Maintenance Shift Boss Project Engineer Maintenance Maintenance Technician Project Manager Construction Construction Site Supervisor Project Engineer Construction Engineering Director Engineering Manager Engineering Project Leader Project Engineering Project Engineer Project Engineering Design Draftsman Draftsman Project Leader Process Engineering Process Engineer Technical Writer Technical Employee Research & Development and Quality Director Research, Development & Quality Research & Development Manager Project Manager/ Leader R&D Project engineer R&D Lab Manager Project Leader Lab Lab Technician Assistant Lab Technician Quality Manager Project Leader Quality Project Engineer Quality Quality Controller Human Resources Human Resources Director HR Manager HR Officer Employee Personnel Department Manager Recruitment & Selection/ Training & Development/ Compensation & Benefits Specialist Recruitment & Selection Specialist Training & Development Specialist Compensation & Benefits Manager Personnel Administration Payroll Specialist Logistics & Purchasing Logistics & Purchase Director Manager Logistics Team Leader Logistics Employee Logistics Logistics Systems Specialist Purchasing Manager Purchaser Purchasing Employee Warehouse Manager Chief Warehouseman Warehouseman Warehouse Employee Distribution Manager Distribution Specialist Distribution Employee Dispatcher Driver Specialist Stock Management Employee Stock Management Service Manager Customer Service Team Leader Customer Service Employee Customer Service Manager Technical Service Team Leader Technical Service Technical Service Engineer Employee Technical Service Technical Trainer Administration Office Manager Executive Secretary Secretary Administrative Employee Receptionist/Telephonist Staff Director Legal Affairs Company Lawyer Facilities Manager Facilities Assistant Director Regulatory Affairs Specialist Regulatory Affairs Company Doctor Company Nurse Safety & Health Manager Prevention Advisor level I Prevention Advisor level II Manager Environment Environment Coordinator level A Environment Coordinator level B PRODUCTS AND TOOLS THE USER AS CRITERION The results of our annual generic salary survey can be consulted in different forms. The basic software package © Income is a professional tool which allows you to accurately simulate a market salary by means of a combination of 8 parameters and to compare your own employees to the market. © With our Editor software you are able to scan our salary database and to select the data you need in order to help you outline your remuneration policy. Extensive comparison models will allow you to perform thorough customized analyses based on real compensation and benefits data. Editor© is the ideal instrument for the HR manager with ambitions in Reward Management. Editor© users also receive the Income© software. If you have specific expectations with regard to our software, we will develop an Editor© Advanced, customised for your organisation. This software package will allow you to benchmark on the basis of the weight of functions. You will be able to consult market results departing from a reference job classification elaborated by Hudson or departing from your own classification system. The tool will allow you to benchmark the salary bands of your own organisation against the market. The Report consists of a print-out of the most important information and graphs for all reference functions. This hard copy report will prove to be a convenient reference book. Our salary database also offers you the possibility to ask for market results for one or more functions. In this case you order a Market Pricing or Benchmark report. INTRODUCTION DEMO OF OUR SOFTWARE TOOLS Become acquainted with our software tools on our website: belgium.hudson.com SOFTWARETOOL INCOME© THE BASIS FOR A WELL-FOUNDED REMUNERATION POLICY Income© is a software package which allows you to accurately simulate the market salary by means of a combination of parameters, allowing you to compare your own employees with the market. PARAMETERS Function level Diploma Company type: local versus international Turnover class Number of employees Sector Region Age SALARY COMPONENTS Fixed salary Variable pay (Bonus, Commission …) Total Cash (Fixed + Variable) Benefits: Fixed expense allowances Company car Meal allowance Group insurance THE MOST IMPORTANT FUNCTIONALITIES Prediction of the market salary based on salary data from our database. Graphic representation of the market salary per reference function expressed in Total Cash. Calculations of the deviation of the salary of your employees in comparison with the salary of similar functions within comparable organisations or all organisations, agedependently as well as age-independently. Screening of the salary data of your employees in comparison with a reference market of your choice. SOFTWARE TOOL EDITOR© THE TOOL PAR EXCELLENCE FOR REWARD ANALYSES Editor© is the most efficient software package for thorough salary analyses. You are able to compare your employees with a sample of actual observations originating from our salary database. When composing your own sample, you have the possibility to take into account one or more parameters. PARAMETERS Reference function Diploma Typology (depending on the number of employees and the turnover) Sector Region Age SALARY COMPONENTS Fixed salary Variable Pay (Bonus, Commission …) Total Cash (Fixed + Variable) Total Compensation (Fixed + Variable + Appreciation of perquisites) Benefits: Fixed expense allowances Company car Meal allowance Group insurance THE MOST IMPORTANT FUNCTIONALITIES Graphic representation of the market salary not only based on Fixed Salary but also based on Total Cash, Total Compensation and variable remuneration. Even more detailed comparison with the reference function through extra division into three function levels. Possibility to combine functions and to grant a weight to the functions. The possibility to compose your own sample. The age-independent information on the level of Base Salary, Total Cash and Total Compensation. 1. Benchmark eigen werknemers(Total Compensation - 13.92000) Totale steekproef Naam X1 X2 X3 Steekproef groep Magazijnier(Levels -,=,+) Magazijnier(Levels -,=,+) Magazijnier(Levels -,=,+) 2.093,00 2.030,00 2.471,00 2.327 2.327 2.327 2.626 2.626 2.626 3.022 3.022 3.022 80% 77% 94% Leeftijdsafhankelijke steekproef 42 46 47 2.345 2.649 3.061 2.454 2.751 3.198 2.485 2.779 3.230 79% 74% 89% Vergelijk Pct25 Pct50 Pct75 C/R Pct 50 Leeftijd Pct25 Pct50 Pct75 C/R Pct 50 The deviation of the salary of your employees in comparison with the reference market that you defined is translated into clear and user-friendly Excel tables. To compare the age-dependent salary course of 2 or more functions on one graph. SOFTWARETOOL EDITOR© ADVANCED CUSTOMISED EDITOR© With Editor© Advanced we offer you the possibility to compare your function and remuneration structure with the ® most recent market data. You are able to consult our data by means of Compas bands, but did you know that you © can also use your own salary bands in Editor Advanced to consult market data and to benchmark? Additionally, Editor© Advanced offers you the Job Grading Guide, a reference classification system which can inspire you to develop your own remuneration policy. Do not hesitate to contact Hudson for Editor Advanced, customised to your organisation, and get more out of your software! © THE MOST IMPORTANT FUNCTIONALITIES You receive an analytically founded classification system for the reported reference functions. You are able to inquire the market salary for functions with the same impact/weight for the reference market of your choice. In addition to the comparison on the basis of job content you can now also inquire and report the salary data on the basis of job evaluation, by means of our job evaluation system 5+1 Compas®. Overview of Base Salary, Total Cash of Total Compensation on the basis of job weight. You can define your bands in the software by means of a conversion table. HARD COPY REPORT ALL RESULTS WITHIN YOUR REACH The hard copy report offers you orderly tables and graphs per function and per diploma group, giving you an overview of the current salaries and other remuneration components on the Belgian market. PARAMETERS Reference function Diploma level Company type: local or international Turnover class Number of employees Sector Region Age klas SALARY COMPONENTS Fixed salary Variable pay (Bonus, Commission …) Total Cash (Fixed + Variable) Benefits: Fixed expense allowance Company car Meal allowance Group insurance MARKET PRICING & BENCHMARK REPORT PER FUNCTION For a market pricing or benchmark report for one or more reference functions we use the data from the most recent edition of Hudson’s generic database. This database makes it possible to accurately compare individual remuneration packages to the market. MARKET PRICING A Market Pricing provides salary information for one or more employee or executive functions (excluding Top & Senior Executive functions) within the reference market of your choice. The following elements are reported per reference function (if enough observations in the sample): 1. Details on sample composition 2. Function title and description of the reference function 3. Age-independent results for the following remuneration elements: Base Salary & Total Cash* Variable pay: % occurrence and amount, in detail for the following 4 components: Bonus Commission Market premium Profit-sharing Fixed expense allowance: % occurrence and amount Company car: % occurrence and the top 5 Meal allowance: % occurrence Group insurance: % occurrence 4. Age-dependent results for the remuneration elements Base Salary, Total Cash & Total Compensation*: graphic representation and table of the salary evolution. BENCHMARK A benchmark report offers you first of all salary information for one or more employee or executive functions (excluding TopEx functions) within a reference market of your choice. Additionally your employees will be compared to the market data. The same elements as for the market pricing will be reported per reference function (if enough observations in the sample). Furthermore you will receive per reference function: 1. A table with comparatios of the current remuneration data of each of your employees compared to the market median: Base Salary, Total Cash & Total Compensation. 2. A graphic positioning of the employees compared to the (predefined) market. In conclusion, we will formulate advice and recommendations about the different remuneration elements, taking into account your organisation’s policies. These can be general findings and guidelines or recommendations on function level. The report can be explained and discussed orally. * Total Cash = Base Salary + Variable Pay Total Compensation = Base Salary + Variable Pay + Appreciation benefits OTHER PRODUCTS & SERVICES REMUNERATION POLICY – HARD COPY REPORTS Within the framework of the generic salary survey we select each year a number themes to inquire more thoroughly. We see to it that the chosen themes are linked to the current events and give an answer to questions which exist in the field. The results of this questionnaire will then be explained and clarified in the form of several reports. This year the following themes will be treated: Trends & Analyses – with specific focus on the consequences of the financial and economic crisis(es); Company cars & mobility; Work-life balance – labour time, vacation and flexibility If you would have some very specific questions regarding one of the above or related themes, we can always carry out customised analyses and provide you with detailed market information and appropriate advice. REWARD PROJECTS Apart from the products and the tools which are directly linked to the annual generic salary survey, Hudson underwrites many years of experience and business knowledge as a consultant and facilitator for the development and implementation of Reward projects. Our Reward projects include amongst other things: The execution of a Compensation & Benefits audit; The development of a salary structure; The introduction of performance related remuneration; The introduction of competency related remuneration; The development of bonus plans; The remuneration of sales employees; Executive remuneration audit; etc. In conclusion, we would like to add that our activities are not limited to the Total Reward management area, but also extend to job grading, retention management, career management and organisational development. GENERIC SALARY SURVEY 2009 SUMMARISED… For the pricing of our products we take into account the investments needed to be able to offer you a yearly database of quality and products and instruments which can professionally support your role as HR manager. Additionally, we wish to thank those who invest in this database. Organisations which participate to this survey and which put at our disposal their salary data can benefit from a discount and are entitled to the participation price. Once you have bought the Editor© software, you are able to annually renew the data in your software, which means you only pay for the update of your data. If you wish to switch from the Income to the Editor software, you need to upgrade the software. This is the upgrade price. The Editor Advanced software is an extension of the standard Editor software. If you are interested in this product, we will gladly assist you. Editor© users always receive the Income© software as well. You can order our products by sending us the enclosed order fax by mail or by fax. Please indicate the product of your choice and on which conditions you would like to order it. For the report and the manual we also ask you to indicate in which language you wish to receive your package. © © © © Income - Report per reference function - Information on base salary and variable pay - % occurrence of company car, meal allowance, group insurance and fixed expense allowance Report - Simulation by means of 8 parametres - Information on base salary and variable pay - Audit: comparison of you own employees with the market - Sample with real data - Total Compensation (valuation of company car, fixed expense allowance, meal allowance) - Combination of functions - Extensive comparations of your own employees - Integration of the 5+1 Compas® evaluation system - Consult market data on the basis of job weight - By means of a conversion, your own classification system can be integrated If you wish to receive detailed price information, please contact Marjan Dietens, Laurie De Moor or Lieselot Nollet by phone (09 / 242 54 44) or by e-mail: marjan.dietens@hudson.com, laurie.de.moor@hudson.com or lieselot.nollet@hudson.com. Editor Advanced Editor