2010 OSPE Member Market Summary

2010 Canada
OSPE | Ontario Society of

Professional Engineers
Member Market Compensation
Summary Report
Consulting. Outsourcing. Investments.
OSPE | 2010 Member Market Compensation Summary
A MESSAGE FROM OUR CHAIR

John Schindler, M. Eng. P.Eng.
President and Chair
Ontario Society of Professional Engineers (OSPE)
The OSPE Employer Compensation Survey represents the results of an in-depth market
research study conducted annually amongst employers of engineers. This
comprehensive survey has been conducted with Ontarios engineers for over 50 years
and remains the authoritative source on hiring trends and compensation levels for
engineers in Ontario.
In 2010, the Ontario Society of Professional Engineers (OSPE) once again partnered with
Mercer to conduct the survey. As per previous years, the survey implementation was
overseen by an advisory committee comprised of representatives from industry,
engineering and human resources tasked with ensuring the collection of the most
comprehensive and relevant data possible.
One hundred and forty-six (146) organizations participated in 2010, submitting
compensation data for over 14,700 engineers across all major industry groups, in both
the private and public sectors. Of note this year is that salary growth for most
engineering levels is in line with the Ontarios Consumers Price Index from June 2009
to June 2010.
I would personally like to thank all the organizations that took part in the survey this
year, many of which are return participants from prior years. The support of these
organizations remains critical to the success of the survey.
On behalf of the Ontario Society of Professional Engineers, I sincerely hope that you
will find the results of the 2010 OSPE Employer Compensation Survey a valuable
resource for your organizations continuing success.
2010 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this
document or any portion thereof in any form.
OSPE Employer Compensation Survey, 2010

Member Market Compensation Summary Report
The 2010 OSPE Employer Compensation Survey package, including all aspects and
modifications thereof (hereafter referred to as the Survey), contains the proprietary
information of Mercer and the Ontario Society of Professional Engineers. No part of the
Survey may be reproduced or transmitted in any form or by any means, electronic or
mechanical, including photocopy, or information storage and retrieval systems,
without the prior written consent of Mercer and the Ontario Society of Professional
Engineers. Redistribution or reproduction of the material is expressly forbidden.
The information and data contained in this report are for information purposes only
and are not intended nor implied to be a substitute for professional advice. In no event
will Mercer or the Ontario Society of Professional Engineers be liable to you or to any
third party for any decision made or action taken in reliance of the results obtained
through the use of the information and/or data contained or provided herein.
The use of the Survey is limited to the original buyer or recipient. The Survey is
intended for the internal use of the buyer only. No management consulting firm,
research agency or other comparable organization is authorized to use the Survey
without the express written consent of Mercer and the Ontario Society of Professional
Engineers.
Mercer
Information Product Solutions
161 Bay Street, P.O. Box 501
Toronto, Ontario M5J 2S5
Telephone:
800 631 9628
Fax:
800 553 9666
e-mail:
info.services@mercer.com
Ontario Society of Professional Engineers
4950 Yonge Street, Suite 502
Toronto, Ontario M2N 6K1
Telephone:
416 223 9961 ext. 239
Fax:
416 223 9963
e-mail:
careercentre@ospe.on.ca
2010 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this
document or any portion thereof in any form.
Table of Contents
Table of Contents
Introduction...................................................................................................................................................1
Advisory Committee.....................................................................................................................................1
Survey Overview
Confidentiality and Privacy .........................................................................................................................2
About OSPE ....................................................................................................................................................2
Data in This Report .......................................................................................................................................3
The OSPE Employer Compensation Survey Detailed Report Findings & PayMonitor
Premium Access ........................................................................................................................................3
Terms and Definitions ................................................................................................................................4
OSPE Regions ................................................................................................................................................4
Industry Groupings ......................................................................................................................................5
Sample Overview
Sample Size by Engineering Responsibility Level.....................................................................................6
Distribution of Incumbents by Location ....................................................................................................6
Spread of Actual Years from Graduation...................................................................................................6
Standard Work Week ...................................................................................................................................7
Compensation Data
Compensation Data by Engineering Level.................................................................................................8
Compensation Data by Primary Industry ..................................................................................................8
Base Salary by Year of Graduation .............................................................................................................9
Compensation Data by Location.................................................................................................................9
Participant List ......................................................................................................................................11

Classification Guide of Engineering Responsibility Levels ..........................................12
Mercer Services
About Mercer ...............................................................................................................................................14
2010 Mercer LLC and the Ontario Society of Professional Engineers
Introduction
Mercer and the Ontario Society of Professional Engineers (OSPE) are pleased to present the results
of the 2010 OSPE Employer Compensation Survey. This survey provides current data with respect to
actual compensation levels for professional engineers in Ontario.
The 2010 OSPE Employer Compensation Survey, conducted under the auspices of OSPE on behalf of
its members and their employers, is designed to:
Establish meaningful criteria for levels of engineering responsibility for the benefit of both
engineers and employers of engineers; and
Provide current data with respect to actual compensation levels for engineering work.
Advisory Committee
OSPE maintains an Employer Compensation Survey Advisory Committee comprised of both
human resources professionals and professional engineers from a variety of industries. We
would like to thank the Committee for its efforts and continuing dedication to this survey. The
2010 Advisory Committee was comprised of the following members:
Daniel J. Young, M. Eng., P.Eng.
Committee Chair
Acting CEO,
Ontario Society of Professional Engineers
Sherry Knights
HR Specialist
GE Hitachi Nuclear Energy Inc.
Joanne Greene
Manager, Compensation & Benefits
City of Toronto
J. David Shantz, P. Eng.
Executive Director
Municipal Engineers Association
Birdi Bressler
Leader, Compensation & HRIS
NOVA Chemicals
Caroline E. Stewart
Senior Compensation Advisor
Bombardier Aerospace
Carolyn Philps
Manager, Human Resources
MMM Group Limited
Adele Argirakis, CHRP
Human Resources Director
Crossey Engineering, Ltd.
Andrew Sebastian
Manager, Compliance & Projects
Wardrop, a Tetra Tech Company
Dominic Macchia, B.Sc., CHRP
Director, Human Resources and Facilities
MDA Space Missions
Survey Overview
SURVEY OVERVIEW
The 2010 OSPE Employer Compensation Survey results represent salary data submitted by 146
organizations covering more than 14,700 incumbents, across six engineering responsibility
levels. All salary data are based on rates paid effective June 1, 2010. Incentive data included are
based on the most recent awards or most recently completed fiscal year. All figures are
reported in thousands of Canadian dollars for full-time equivalent employees.
2010 OSPE Employer Compensation Survey Profile
Organizations Participating in the Survey...........................................................................146

Engineers Represented ......................................................................................................14,763
Date Effective .......................................................................................................... June 1st, 2010
All data in these results have been reviewed and verified for accuracy. Where necessary,
individual responses have been verified with participants. Mercer reserves the right to exclude
data which it considers statistically invalid or which may result in a breach of confidentiality
for any survey participant.
Confidentiality & Privacy

Mercer ensures all data collected for this survey are treated as confidential. In instances where
these data may be used in other OSPE survey reports, such as custom analyses, company
names may appear in the participant list. The 2010 OSPE Employer Compensation Survey data do
not form part of Mercers general industry database. Summary statistics from the OSPE
Employer Compensation Survey are published in electronic format as a PDF for both employers
and OSPE members. In addition, summary statistics can be queried in PayMonitor (available to
employers only). In all cases, it is Mercers policy to continue to maintain the confidentiality of
all data submitted during the data collection process. Mercer is committed to protecting the
privacy of employee data and to meeting its obligations under Canadian privacy law.
Mercers confidentiality policy is to report data only where a minimum sample size guarantees
that all individual inputs and salary records are fully masked and protected. In all cases,
Mercer maintains the highest level of data security and ensures confidentiality of all data
submitted.
About OSPE
The Ontario Society of Professional Engineers (OSPE) is the Voice of Ontarios Engineers. OSPE
promotes and supports excellence in all aspects of engineering by enhancing the professional
recognition of Ontarios 70,000+ professional engineers among employers and all levels of
government; increasing their public profile; and advancing their economic interests by offering
exemplary continuing education, career advancement and affinity programs. For more
information, please visit www.ospe.on.ca.
If you have any questions about the history of the salary surveys or OSPE services, please
contact OSPE:
Phone: 416 223 9961 ext. 239 (Toll Free: 866 763 1654 ext. 239)
Fax: 416 223 9963
e-mail: careercentre@ospe.on.ca
Mail: Ontario Society of Professional Engineers
4950 Yonge Street, Suite 502
Toronto ON M2N 6K1
Survey Overview
Data in this Report

Base salary and total cash compensation figures are reported in this Member Market
Compensation Summary on the following basis:
By Engineering Responsibility Level

By Primary Industry
By Year of Graduation
By Incumbent Location
The OSPE Employer Compensation Survey Detailed Report Findings & PayMonitor Premium Access
The complete findings of the OSPE Employer Compensation Survey are available to
members in PDF format and to employers of engineers in Ontario in Mercer
PayMonitor, an online database. These products afford users of the survey the
opportunity to analyze base salary, incentives granted as a percentage of salary, and
total cash compensation based on the following scopes:
Engineering Responsibility Level

Year of Graduation
Primary Industry
Incumbent Location
Job Type
Revenue/Operating Budget
# of Engineers Employed in Ontario
Incentive Eligibility
Gender*
Overtime Eligibility*
Total Number of Employees*
Engineering Discipline*
Annual Incentive Target (% of Base)
Unionized
Participant employers may use the Premium Edition of PayMonitor to analyze the
survey data in non-standard categories (i.e., define custom cuts of the data).
Example: Total cash for Level C employees that graduated in 1995 and work in Durable
Manufacturing organizations with revenues of less than $150 million.
*Premium PayMonitor only
Premium PayMonitor access to survey report data allows participant employers to
request custom peer groups by organization name for an additional fee of $275.
Survey Overview
Terms & Definitions

Num Orgs
The number of organizations reporting information for the position.
Num Obs
The number of incumbents for which information is reported.
Rates
Rates represent actual base salary and variable pay information, and Year(s) from Graduation
values.
Base Salary
Each incumbents base salary information is given equal weight in the computation of the
statistics. The results therefore reflect the influence of those organizations reporting multiple
incumbents.
Total Cash Compensation
Annual base salary and incentives, if any, for all incumbents in the sample whether or not they
were eligible for or received an incentive. Each incumbent is given equal weight in the
computation of the statistics. The results therefore reflect the influence of those organizations
reporting multiple incumbents.
Average (Mean)
The sum of the rates reported divided by the number of rates in the sample (also known as the
Mean).
Low & High Values
Low and high values reported represent the top and bottom of the mid-range for competitive pay.
Detailed quartile and decile statistical analyses are available in the full report.
OSPE Regions
Survey Overview
Industry Groupings
The following page summarizes the industry groupings used in the full report and
available to employers for further analysis in PayMonitor:
Consulting Services
Consulting Services
Transportation/Utilities
Transportation/Utilities Electric Power
Transportation/Utilities Gas
Transportation/Utilities Transportation
Durable Manufacturing
Durable Manufacturing Machinery
Durable Manufacturing Metal Fabrication/Primary Metals
Durable Manufacturing Transportation Equipment
Durable Manufacturing Other
Non-Durable Manufacturing
Non-Durable Manufacturing Chemical
Non-Durable Manufacturing Petrochemical/Crude Petroleum
Non-Durable Manufacturing Pharmaceuticals
Non-Durable Manufacturing Rubber/Plastics
Non-Durable Manufacturing Other
Public Sector & Not-for-Profit
Public Sector & Not-for-Profit Federal/Municipal Government
Public Sector & Not-for-Profit Non-Profit Organization
Public Sector & Not-for-Profit Other
High-tech/Electrical Products/Telecom (HET)
HET Electrical Products
HET Telecommunications
HET High-tech
Other
Other Mining Metals
Other Retail
Sample Overview
SAMPLE OVERVIEW
This section provides the broader market context that will enable members to gain a
greater insight into this years survey sample.
Sample Size by Engineering
Responsibility Level
The following table shows the number of incumbents for whom data were received for
each engineering responsibility level:
Level
Num Orgs
Num Obs
146
14,763
Level A
82
1,329
Level B
105
2,182
Level C
131
3,409
All Levels
Level D
128
4,240
Level E
125
2,463
Level F
100
1,140
Distribution of Incumbents by Location
The incumbent distribution for selected geographic locations is as follows:

Region (N=14,763)
% of Sample
Eastern Ontario
12.9
Greater Toronto Area
62.8
Northern Ontario
5.0
Southwestern Ontario
19.3
Spread of Actual Years from Graduation
The table below indicates the spread of actual years from graduation for each
engineering responsibility level:
Year(s) from Graduation
Engineering Level
Num Orgs
Num Obs
Low
Average
High
Level A
66
598
Level B
88
1095
Level C
108
1843
13
18
Level D
104
2330
14
22
29
Level E
104
1581
20
26
32
Level F
83
838
22
28
34
Sample Overview
Standard Work Week
The following chart indicates the number of hours in a standard work week for engineers in
Ontario:
Standard Work Week (N = 14,763)
37.5 Hours/Week
37%
40 Hours/Week
36%
35 Hours/Week
21%
Other
6%
Compensation Data
COMPENSATION DATA
Compensation Data by Engineering Level
The graph and table below illustrate average base salary and total cash compensation
by engineering responsibility level:
Base Salary & Total Cash Compensation by
Engineering Responsibility Level
Total Cash
Base Salary
Mean Compensation
$180,000
$160,000
$140,000
$120,000
$100,000
$80,000
$60,000
$40,000
$20,000
Level A
Level B
Level C
Level D
Base Salary
Level E
Level F
Num
Orgs
146
Num
Obs
14,763
Low
68.3
Level A
82
1,329
50.5
57.8
66.2
50.9
58.7
68.1
Level B
105
2,182
58.0
67.6
77.3
58.7
69.5
81.0
All Levels
Average
92.6
High
114.0
Low
70.0
Average
97.2
High
118.9
Level C
131
3,409
70.2
81.6
93.0
72.0
84.0
96.0
Level D
128
4,240
88.6
99.5
108.8
91.0
103.4
114.5
Level E
125
2,463
105.2
116.4
126.7
109.5
124.2
136.9
Level F
100
1,140
118.5
136.0
150.4
124.7
153.5
169.0
Note: Above compensation data are displayed in Cdn $000 for a full-time equivalent employee. All data are incumbent weighted.
Compensation Data by Primary Industry

The following graph illustrates average base salary and total cash compensation by primary
industry for all engineering responsibility levels combined.
All Levels Combined
Base Salary & Total Cash Compensation
by Primary Industry
Total Cash
Base Salary
$140,000
Mean Compensation
$120,000
$100,000
$80,000
$60,000
$40,000
$20,000
Consulting
Services
Transportation/
Utilities
Durable Mfg.
Non-Durable High-tech/Elect. Public Sector &

Manufacturing Prod./Telecom Not-for-Profit
Other
Compensation Data
Base Salary by Year of Graduation

All Levels
Year(s) from/of Grad.
2-4
Num Orgs
Num Obs
Level D
Average
146
14,763
92.6
< 2 Years
73
480
57.5
2006-2008
94
939
64.5
5-7
Num Orgs
Num Obs
Average
128
4,240
99.5
< 5 Years
18
39
90.7
2003-2005
34
116
88.1
5-7
2003-2005
87
774
73.9
8-10
2000-2002
56
200
89.4
8-10
2000-2002
88
679
81.8
11-15
1995-1999
74
427
93.7
11-15
1995-1999
100
1,092
91.4
16-20
1990-1994
71
394
99.7
16-20
1990-1994
100
1,036
101.4
21-25
1985-1989
59
394
104.4
21-25
1985-1989
88
1,081
110.0
26-30
1980-1984
55
366
105.8
48
392
108.0
> 25 Years
99
2,139
117.0
> 30 Years
No Degree
154
76.4
No Degree
59
6,027
91.3
Not Available
Num Orgs
Num Obs
Average
82
1,329
57.8
Not Available
Level A
Level E
30
86.9
50
1,758
99.1
Num Orgs
Num Obs
Average
125
2,463
116.4
< 11 Years
30
74
108.9
< 2 Years
53
297
53.4
2-4
2006-2008
45
184
55.0
11-15
1995-1999
56
166
109.7
5-7
2003-2005
20
37
56.6
16-20
1990-1994
63
270
113.9
56.8
21-25
1985-1989
65
318
116.9
26-30
1980-1984
63
353
120.2
8-10
2000-2002
14
> 10 Years
14
22
56.5
No Degree
11
--
> 30 Years
60
399
121.0
No Degree
19
111.3
40
841
115.6
Num Orgs
Num Obs
Average
100
1,140
136.0
< 11 Years
18
118.6
Not Available
29
720
61.1
Num Orgs
Num Obs
Average
105
2,182
67.6
Level F
60.9
Not Available
Level B
< 2 Years
37
147
2-4
2006-2008
68
493
62.4
5-7
2003-2005
41
199
64.9
11-15
1995-1999
29
67
121.5
1990-1994
45
112
130.6
1985-1989
45
184
139.4
8-10
2000-2002
35
84
65.5
16-20
> 10 Years
41
155
67.8
21-25
No Degree
42
--
26-30
Not Available
31
995
72.3
Num Orgs
Num Obs
Average
131
3,409
81.6
71.8
1980-1984
39
171
138.5
> 30 Years
60
286
141.9
No Degree
Level C
< 5 Years
57
249
5-7
2003-2005
72
400
73.8
8-10
2000-2002
69
321
77.0
11-15
1995-1999
64
351
79.7
16-20
1990-1994
57
212
81.5
21-25
1985-1989
46
165
83.0
26-30
1980-1984
39
92
84.6
> 30 Years
23
52
83.5
No Degree
Not Available
50
73.4
49
1,413
86.9
Not Available
--
36
300
133.1
Note: Above compensation data are displayed in Cdn $000 for a

full-time equivalent employee, unless otherwise indicated.
All data are incumbent weighted.
Compensation Data
Compensation Data by Location

Base Salary
Scope Category
Num Orgs
Num Obs
Low
Average
High
Low
Average
High
Eastern Ontario
30
154
50.0
54.2
55.5
50.0
54.6
55.9
49
863
53.6
58.8
62.2
54.5
59.7
63.2
Level A
Northern Ontario
17
59
50.8
57.9
64.5
52.0
59.0
65.4
37
253
50.3
56.7
57.7
51.0
57.4
58.2
Eastern Ontario
36
291
60.0
63.8
67.0
61.1
65.0
68.0
60
1,435
62.0
68.0
70.7
63.3
69.8
74.4
Northern Ontario
16
91
70.1
73.9
78.3
74.7
79.4
89.9
44
365
59.5
67.1
71.8
61.2
69.5
76.9
86.8
Level B
Level C
Eastern Ontario
46
418
75.0
79.9
85.0
76.0
81.7
79
1,990
75.0
80.5
83.9
77.3
82.7
86.8
*22
147
80.8
82.6
85.0
84.6
90.5
99.3
57
854
73.0
85.0
93.8
75.2
87.0
96.5
*43
579
96.1
103.0
109.5
97.6
105.4
111.0
Northern Ontario
Level D
Eastern Ontario
Northern Ontario
83
2,665
94.5
99.6
104.3
96.9
102.6
107.5
*23
275
95.2
98.9
103.3
103.0
109.1
114.9
48
721
88.9
96.5
102.5
91.5
102.6
109.6
132.2
Level E
Eastern Ontario
45
269
109.1
117.4
125.6
115.8
125.2
78
1,615
111.5
117.3
122.3
114.7
124.1
128.0
*15
142
111.3
114.9
120.8
112.6
122.4
128.3
48
437
107.6
113.1
119.9
111.5
124.6
128.4
Eastern Ontario
32
189
118.5
128.6
131.2
125.2
147.1
148.8
58
698
128.3
139.0
143.4
137.0
154.5
155.5
Northern Ontario
Level F
Northern Ontario
15
35
122.7
133.8
136.0
140.6
152.9
160.8
41
218
123.8
133.3
138.0
128.5
156.0
155.9
* More than 35% of the rates within the sample are supplied by one organization.
Note: Above compensation data are displayed in Cdn $000 for a full-time equivalent employee, unless otherwise indicated.
All data are incumbent weighted.
10
Participant List
PARTICIPANT LIST
A
AECL - Atomic Energy of Canada Limited
AECOM Canada Ltd.
ALSTOM Power & Transport Canada Inc.
AMEC Americas Limited
ASECO Integrated Systems Ltd.
Adjeleian Allen Rubeli Limited
Aecon Industrial
Agrium Inc.
Air Canada
Applanix Corporation
Associated Engineering Group Ltd.
Ausenco Sandwell
B
B. M. Ross and Associates Limited
Babcock & Wilcox Canada Ltd.
Baker Engineering and Risk Consultants,
Inc.
Barry Bryan Associates (1991) Limited
Black & Decker Canada Inc.
Bombardier Aerospace
Brian Isherwood & Associates Ltd.
Brighton Beach Power LP
Bruce Power
Building Innovation Inc.
C
C.C. Tatham & Associates Ltd.
CBC
CH2M HILL Canada Limited
COM DEV International Ltd.
CSA Group
Cambium Environmental Inc.
Cameco Corporation
Canada Colors and Chemicals Limited
Caneta Research Inc.
Cataraqui Region Conservation Authority
City of Toronto
Coffey Geotechnics Inc.
Cohos Evamy
Comcor Environmental Limited
Communications & Power Industries
Canada Inc.
Conestoga-Rovers & Associates Ltd.
Crossey Engineering Ltd.
D
DEW Engineering and Development ULC
Decommissioning Consulting Services
Limited
Delphax Technologies Canada Ltd.
Dick Engineering Inc.
Dillon Consulting Limited
E
ESAC Electrical & Systems Advanced
Control Inc.
Eaton Corporation
Enersource Corporation
Engineering Northwest Ltd.
Eramosa Engineering Inc.
G
General Dynamics Canada
General Electric Canada
Genivar Ontario Inc.
GlaxoSmithKline Canada Inc.
Golder Associates Ltd.
Greer Galloway Group Inc., The
Halsall Associates Ltd.

Hastings & Aziz Limited
Hatch Ltd.
Horton CBI, Limited
Husky Injection Molding Systems Ltd.
Hydro One Inc.
I
IBI Group
INVISTA (Canada) Company
Imperial Oil
Indal Technologies Inc.
Inertia Engineering + Design
Ingenium Group Inc.
International Safety Research Inc.
J
Jordan Engineering Inc.
K
Kinectrics Inc.
Klohn Crippen Berger Ltd.
Koch Heat Transfer Canada LP
L
LANXESS Inc.
Lakeside Process Controls Ltd
Langtree Controls Limited
Lockheed Martin Canada Inc.
London Hydro Inc.
M
MMM Group Limited
MTE Consultants Inc.
MacDonald, Dettwiler and Associates Inc.
MacDonald, Dettwiler and Associates Ltd.
Mark IV Industries Corp.
Mattina Mechanical Limited
McIntosh Perry Consulting Engineers Ltd.
Messier-Dowty Inc.
Morrison Hershfield Ltd.
N
NAV CANADA
NOVA Chemicals
Nasittuq Corporation
Neptec Design Group Ltd.
Nuclear Waste Management Organization
(NWMO)
S
S&C Electric Canada Ltd.
S.A. Armstrong Limited
SCS Consulting Group Ltd.
SENES Consultants Limited
SIHI Pumps Limited
SL Ross Environmental Research Ltd.
SNC-Lavalin
Schneider Electric Canada
Senstar Corporation
Skelton, Brumwell & Associates Inc.
Spectra Energy Transmission
Stantec Consulting Ltd.
Steelcase Canada
Suncor Energy Inc.
T
Tacoma Engineers Inc.
Teknion Corporation
Telesat
Tenaris
Terrapex Environmental Ltd.
Thales Rail Signalling Solutions, Inc.
The Corporation of the City of St.
Catharines
The Dow Chemical Company
The Sernas Group Inc.
Toronto Hydro Corporation
Toronto Transit Commission
Town of Markham
Toyota Motor Manufacturing Canada Inc.
Trojan Technologies
V
Vale Inco
W
W.F. Baird & Associates Coastal Engineers
WESA Inc.
Wal-Mart Canada Corp.
Walter Fedy Partnership, The
X
XCG Consultants Ltd.
Xstrata Nickel
O
O'Connor Associates Environmental Inc.
Ontario Power Generation
Ontario Public Service
P
PLEXPACK Corporation
PUC Service Inc.
Peto MacCallum Ltd.
Picco Engineering
Polytainers Inc
Pratt & Whitney Canada
Procter & Gamble
R
R.J. Burnside & Associates Limited
R.J. McKee Engineering Ltd.
R.V. Anderson Associates Limited
Regional Municipality of Durham
Robinson Consultants Inc.
Rowan Williams Davies & Irwin Inc.
H
H.H. Angus & Associates Ltd.
HDR Canada Holding Corporation
HGC Engineering
Halcrow Yolles
11
Classification Guide
CLASSIFICATION GUIDE OF ENGINEERING RESPONSIBILITY LEVELS

(Reproduced with the permission of the Ontario Society of Professional Engineers)
Level of Responsibility
LEVEL A
LEVEL B
LEVEL C
Duties
Receives training in the

various phases of office,
plant, field or laboratory
engineering work as
classroom instruction or onthe-job assignments. Tasks
assigned include:
preparation of simple plans,
designs, calculations, costs
and bills of material in
accordance with established
codes, standards, drawings
or other specifications. May
carry out routine technical
surveys or inspections and
prepare reports.
Normally regarded as a
continuing portion of an
engineers training and
development. Receives
assignments of limited scope
and complexity, usually
minor phases of broader
assignments. Uses a variety
of standard engineering
methods and techniques in
solving problems. Assists
more senior engineers in
carrying out technical tasks
requiring accuracy in
calculations, completeness
of data and adherence to
prescribed testing, analysis,
design or computation
methods.
Generally would be a fully

qualified professional
engineer. Carries out
responsible and varied
engineering assignments
requiring general familiarity
with a broad field of
engineering and knowledge
of reciprocal effects of the
work upon other fields.
Problems usually solved by
use of combination of
standard procedures,
modification of standard
procedures, or methods
developed in previous
assignments. Participates
in planning to achieve
prescribed objectives.
Recommendations,
Decisions and
Commitments
Few technical decisions

called for and these will be
of routine nature with
ample precedent or clearly
defined procedures as
guidance.
Recommendations limited
to solution of the problem
rather than end results.
Decisions made are
normally within established
guidelines.
Makes independent studies,

analyses, interpretations
and conclusions. Difficult,
complex or unusual matters
or decisions are usually
referred to more senior
authority.
Supervision Received
Works under close

supervision. Work is
reviewed for accuracy and
adequacy and conformance
with prescribed procedures.
Duties are assigned with

detailed oral and
occasionally written
instructions, as to methods
and procedures to be
followed. Results are usually
reviewed in detail and
technical guidance is
usually available.
Work is not generally

supervised in detail and
amount of supervision
varies depending upon the
assignment. Usually
technical guidance is
available to review work
programs and advise on
unusual features of
assignments.
Leadership Authority
and/or Supervision
Exercised
May assign and check work

of one to five technicians or
helpers. Does not supervise
junior engineers.
May give technical guidance

to one or two junior
engineers or technicians
assigned to work on a
common project.
May give technical guidance

to engineers of less standing
or technicians assigned to
work on a common project.
Supervision over other
engineers not usually a
regular or continuing
responsibility.
Guide to Entrance
Qualifications
Bachelors degree in
Engineering or Applied
Science or its equivalent
with little or no practical
experience. Will not likely
have their P .Eng.
Bachelors degree in
Science or its equivalent,
normally with two to three
years working experience
from the graduation level.
May have a P .Eng.
Bachelors degree in
Science or its equivalent,
normally with minimum
three to five years related
working experience from
the graduation level. May
have a P .Eng.
12
Classification Guide
Classification Guide of Engineering Responsibility Levels

(Reproduced with the permission of the Ontario Society of Professional Engineers)
LEVEL D
LEVEL E
LEVEL F
First level of direct and sustained

supervision of other professional
engineers OR first level of full
specialization. Requires
application of mature
engineering knowledge in
planning and conducting projects
having scope for independent
accomplishment and coordination of difficult and
responsible assignments.
Assigned problems make it
necessary to modify established
guides, devise new approaches,
apply existing criteria in new
ways, and draw conclusions from
comparative situations.
Usually requires knowledge of

more than one field of
engineering OR performance by
an engineering specialist in a
particular field of engineering.
Participates in short and long
range planning; makes
independent decisions on work
methods and procedures within
an overall program. Originality
and ingenuity are required for
devising practical and
economical solutions to
problems. May supervise large
groups containing both
professional and nonprofessional staff; OR may
exercise authority over a small
group of highly qualified
professional personnel engaged
in complex technical
applications.
Usually responsible for an

engineering administrative
function, directing several
professional and other groups
engaged in interrelated
engineering responsibilities; OR
as an engineering consultant,
achieving recognition as an
authority in an engineering field
of major importance to the
organization. Independently
conceives programs and
problems to be investigated.
Participates in discussions,
determining basic operating
policies, devising ways of
reaching program objectives in
the most economical manner and
of meeting any unusual
conditions affecting work
progress.
Recommendations reviewed for

soundness of judgment but
usually accepted as technically
accurate and feasible.
Makes responsible decisions not

usually subject to technical
review on all matters assigned
except those involving large
sums of money or long range
objectives. Takes courses of
action necessary to expedite the
successful accomplishment of
assigned projects.
Makes responsible decisions on

all matters, including the
establishment of policies and
expenditure of large sums of
money and/or implementation of
major programs, subject only to
overall company policy and
financial controls.
Work is assigned in terms of

objectives, relative priorities and
critical areas that impinge on
work of other units. Work is
carried out within broad
guidelines, but informed
guidance is available.
Work is assigned only in terms of

broad objectives to be
accomplished, and is reviewed
for policy, soundness of approach
and general effectiveness.
Receives administrative direction

based on organization policies
and objectives. Work is reviewed
to ensure conformity with policy
and coordination with other
functions.
Assigns and outlines work;

advises on technical problems;
reviews work for technical
accuracy, and adequacy.
Supervision may call for
recommendations concerning
selection, training, rating and
discipline of staff.
Outlines more difficult problems

and methods of approach.
Coordinates work programs and
directs use of equipment and
material. Generally makes
recommendations as to the
selection, training, discipline and
remuneration of staff.
Reviews and evaluates technical

work; selects, schedules, and
coordinates to attain program
objectives; and/or as an
administrator makes decisions
concerning selection, training,
rating, discipline and
remuneration of staff.
Bachelors degree in Engineering

or Applied Science or its
equivalent, normally with a
minimum of five to eight years of
experience in the field of
specialization from the
graduation level. Typically holds
a P .Eng.

equivalent, normally with a
minimum of nine to twelve years
of engineering and/or
administrative experience from
the graduation level. Typically
holds a P .Eng.

equivalent, with broad
engineering experience,
including responsible
administrative duties. Typically
holds a P .Eng.
13
Mercer Services
MERCER SERVICES
About Mercer
Mercer helps clients understand, develop,
implement, and quantify the effectiveness of their
human resource programs and policies. Our goal is
to help employers create measurable business
results through their people.
We work with clients to address a broad array of
their most important human resource issues, both
domestically and globally. We have specialist
expertise in all areas of human resource consulting,
including compensation, employee benefits,
communication, and human capital strategy. Of
equal importance are our investment consulting
expertise and the solutions we provide in program
administration.
With more than 19,000 employees serving clients
from more than 185 cities and 40 countries and
territories worldwide, we have the local knowledge
and worldwide presence to develop and implement
global human resource solutions.
Mercers information services business is dedicated

to helping our clients make decisions regarding HRrelated matters by providing timely,
comprehensive, and high-quality HR information
and metrics for any major location around the
world.
Marsh & McLennan Companies (MMC) is a global
professional services firm with annual revenues
exceeding $11 billion. It is the parent company of
Marsh Inc., the world's leading risk and insurance
services firm; and Mercer Inc., a major global
provider of consulting services. More than 54,000
employees provide analysis, advice, and
transactional capabilities to clients in over 100
countries. Its stock (ticker symbol: MMC) is listed on
the New York, Chicago, Pacific, and London stock
exchanges. MMC's website address is
www.mmc.com.
14
800 631 9628

www.imercer.ca
2010 Mercer LLC. All rights reserved.

2010 OSPE Member Market Summary

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2010 OSPE Member Market Summary

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2010 Canada

OSPE | Ontario Society of

Consulting. Outsourcing. Investments.

OSPE | 2010 Member Market Compensation Summary

A MESSAGE FROM OUR CHAIR

OSPE | 2010 Member Market Compensation Summary

OSPE Employer Compensation Survey, 2010

OSPE | 2010 Member Market Compensation Summary

Participant List ......................................................................................................................................11

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

Organizations Participating in the Survey...........................................................................146

Confidentiality & Privacy

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

Data in this Report

By Engineering Responsibility Level

Engineering Responsibility Level

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

Terms & Definitions

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

Distribution of Incumbents by Location

The incumbent distribution for selected geographic locations is as follows:

Greater Toronto Area

Spread of Actual Years from Graduation

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

Standard Work Week

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

Total Cash Compensation

Compensation Data by Primary Industry

Non-Durable High-tech/Elect. Public Sector &

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

Base Salary by Year of Graduation

Year(s) from/of Grad.

Year(s) from/of Grad.

Note: Above compensation data are displayed in Cdn $000 for a

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

Compensation Data by Location

Total Cash Compensation

Greater Toronto Area

Greater Toronto Area

Greater Toronto Area

Greater Toronto Area

Greater Toronto Area

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

Halsall Associates Ltd.

2010 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2010 Member Market Compensation Summary

CLASSIFICATION GUIDE OF ENGINEERING RESPONSIBILITY LEVELS

Receives training in the

Generally would be a fully

Few technical decisions

Makes independent studies,