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Contact:
Stacy Bronstein
Tel:
++ 1
215
246 1018
US
New York,
10 September 2009
Organizations have faced unparalleled economic challenges this year and were forced to make tough decisions about their compensation and incentive plans. With the 2009 US Mercer Benchmark Database organizations can assess changes in the composition of the workforce and create competitive pay offerings to retain their top talent.
The 2009 US Mercer Benchmark Database provides base pay, incentive pay and total compensation for more than 1,000 positions. Its newest feature-MBDspan-includes year-over-year comparisons by position and reports market movement, trends and employment indicators with Mercer perspective.
According to analysis of MBDspan, staffing levels are shifting among employee groups and industries. For example, the para-professional employee group (office/clerical/technician jobs) was most affected by changes in staffing, with a decrease in these positions of 68 percent. Across all employee groups, the high-tech industry was most affected by staffing level changes, experiencing a decline of 56 percent compared to a decrease of 30 percent in the energy/mining industry. See Figures 1 and 2.
As a result of changes in staffing levels, salary levels are becoming more widespread among industries. While salary increases are conservative overall, review of MBDspan shows the energy/mining and health care industries as having the greatest range in percentage change in base salary at or above the median for the professional employee group. Industries with the lowest span of change include utilities, manufacturing and finance. See Figure 3.
"Many companies are still struggling with cost-containment challenges and are budgeting compensation accordingly," said Susan Haberman, Mercer's US leader for information product solutions. "Since pay for similar employee groups is becoming less consistent across the board, it's crucial that companies make comparisons among relevant industry groups to maximize their investments. Falling too far behind the market in pay can significantly increase the risk of losing top talent when the economy turns around."
About the database
The 2009 US Mercer Benchmark Database consists of 9 modules with positions in 16 functional areas, including administration, communication, corporate affairs, customer service, finance engineering, knowledge management, human resources, information technology, marketing manufacturing, quality, research and development, sales, supply and logistics, and top management. For each position, the database provides statistical summaries for base salary, short-term incentives, total cash compensation (base pay plus short-term incentives), pay ranges and short- and long-term incentive eligibility and valuation.
The modules are available individually or as a single, cross-functional database. Order the 2009 US Mercer Benchmark Database online or call 800 333 3070.
Mercer is a leading global provider of consulting, outsourcing and investment services. Mercer works with clients to solve their most complex benefit and human capital issues, designing and helping manage health, retirement and other benefits. It is a leader in benefit outsourcing. Mercer’s investment services include investment consulting and multi-manager investment management. Mercer’s 18,000 employees are based in more than 40 countries. The company is a wholly owned subsidiary of Marsh & McLennan Companies, Inc., which lists its stock (ticker symbol: MMC) on the New York, Chicago and London stock exchanges. |
External links
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The 2009 US Mercer Benchmark Database |
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