2012 OSPE Salary Survey

OSPE | ONTARIO SOCIETY OF PROFESSIONAL ENGINEERS
MEMBER MARKET COMPENSATION SUMMARY REPORT

2012 CANADA
Argentina
Australia
Austria
Belgium
Brazil
Canada
Chile
China
Colombia
Czech Republic
Denmark
Finland
France
Germany
Hong Kong
Hungary
India
Indonesia
Ireland
Italy
Japan
Malaysia
Mexico
Netherlands
New Zealand
Norway
Philippines
Poland
Portugal
Singapore
South Korea
Spain
Sweden
Switzerland
Taiwan
Thailand
Turkey
United Arab Emirates
United Kingdom
United States
Venezuela
Published Date: September 2012
Data Effective Date: June 1, 2012
Mercer is providing this survey information to its clients to permit them to make independent decisions regarding
salaries and benefits. Because the exchange of salary and benefit information among competitors may be construed in
certain circumstances as a means to facilitate an antitrust violation, Mercer has taken appropriate steps in collecting and
disseminating this information in order to avoid such perceptions.
Survey materials and the data contained therein are copyrighted works owned exclusively by Mercer and may not be copied,
modified, sold, transformed into any other media, or otherwise transferred in whole or in any part to any party other than the
named subscriber, without prior written consent from Mercer.
For further information, please contact your local Mercer office or visit our web site at: www.imercer.com
2012 Mercer LLC. All rights reserved. 161 Bay Street, PO Box 501, Toronto, ON M5J 2S5, Canada
OSPE | 2012 Employer Compensation Survey

2012 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.

MESSAGE FROM THE CHAIR

Nadine Miller, 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 2012, the Ontario Society of Professional Engineers (OSPE) once again partnered with Mercer to
conduct the survey. As in 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.
Data were included from 218 organizations in 2012. This included compensation data for over 15,600
engineers across all major industry groups, in both the private and public sectors.
I personally 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 2012 OSPE Employer Compensation Survey a valuable resource for your organizations
continuing success.

OSPE | 2012 Employer Compensation Survey

2012 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, 2012
Member Market Compensation Summary Report

The 2012 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: 800 333 3070
Email: 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
Email: info@ospe.on.ca

OSPE | 2012 Employer Compensation Survey Table of Contents

2012 Mercer LLC and the Ontario Society of Professional Engineers i
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 & Mercers
Reporting Tool 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......................................................................................................... 9
Base Salary by Year of Graduation ............................................................................................................... 10
Compensation Data by Location.................................................................................................................... 11
Participant List....................................................................................................................................... 12
Classification Guide of Engineering Responsibility Levels............................................... 14
Mercer Services
About Mercer ................................................................................................................................................. 16

OSPE | 2012 Employer Compensation Survey Using the Survey Results

2012 Mercer LLC and the Ontario Society of Professional Engineers 1
Introduction
Mercer and the Ontario Society of Professional Engineers (OSPE) are pleased to present the results
of the 2012 OSPE Employer Compensation Survey. This survey provides current data with respect
to actual compensation levels for professional engineers in Ontario.

The 2012 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 2012 Advisory
Committee was comprised of the following members:

Ray Givens
Committee Chair
President
Givens Engineering

Carolyn Philps
Manager, Human Resources
MMM Group Limited

Adele Argirakis, CHRP
Human Resources Director
Crossey Engineering Ltd.

Dominic Macchia, CHRP
Vice President, Human Resources
Infrastructure Ontario

Andrew Sebastian
Manager, Compliance & Projects
Schneider Electric

Joanne Greene
Manager, Compensation & Benefits
City of Toronto

Caroline E. Stewart
Senior Compensation Advisor
Bombardier Aerospace

OSPE | 2012 Employer Compensation Survey Survey Overview

SURVEY OVERVIEW
The 2012 OSPE Employer Compensation Survey results represent salary data submitted by 218
organizations covering more than 15,600 incumbents, across six engineering responsibility levels.
All salary data are based on rates paid effective June 1, 2012. 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.
2012 OSPE Employer Compensation Survey Profile
Organizations Participating in the Survey.................................................................................. 218
Engineers Represented........................................................................................................ 15,637
Date Effective.............................................................................................................June 1
st
, 2012
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 2012 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 Mercers Reporting Tool (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: 1 866 763 1654 ext. 239)
Fax: 416 223 9963
Email: info@ospe.on.ca
Mail: Ontario Society of Professional Engineers
4950 Yonge Street, Suite 502
Toronto ON M2N 6K1

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 & Mercers Reporting Tool 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 Mercers reporting
tool, 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 Mercers reporting tool 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.
*Mercers reporting tool Premium Edition only

Mercers reporting tool Premium access to survey report data allows participant employers
to request custom peer groups by organization name for an additional fee of $325.


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


Industry Groupings
The following page summarizes the industry groupings used in the full report and available
to employers for further analysis in Mercers reporting tool:

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/Telecommunications (HET)
HET Electrical Products
HET Telecommunications
HET High-tech

Other
Other Mining Metals
Other Retail
OSPE | 2012 Employer Compensation Survey 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
All Levels 218 15,637
Level A 127 1,925
Level B 128 2,279
Level C 195 4,456
Level D 179 3,780
Level E 144 2,226
Level F 127 971

Distribution of Incumbents by Location
The incumbent distribution for selected geographic locations is as follows:
Region (N=15,624) % of Sample
Eastern Ontario 12.3
Greater Toronto Area 58.4
Northern Ontario 5.2
Southwestern Ontario 24.0

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 80 670 1 4 5
Level B 101 1,163 3 8 10
Level C 127 1,874 7 15 23
Level D 128 1,729 12 20 29
Level E 118 1,133 16 24 32
Level F 103 585 21 27 34
OSPE | 2012 Employer Compensation Survey 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 = 15,535)
35 Hours/Week
15%
37.5
Hours/Week
29%
40 Hours/Week
45%
Other
11%

OSPE | 2012 Employer Compensation Survey 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
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
$160,000
$180,000
Level A Level B Level C Level D Level E Level F
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p
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Total Cash
Base Salary

Base Salary Total Cash Compensation

Num
Orgs

Num
Obs

Low Average High

Low Average High
All Levels 218 15,637 68.3 93.0 114.3 70.6 97.9 119.0
Level A 127 1,925 52.0 62.4 76.6 52.4 63.3 77.0
Level B 128 2,279 59.8 70.1 81.1 60.5 72.6 83.8
Level C 195 4,456 73.0 86.2 101.8 75.0 89.4 107.3
Level D 179 3,780 88.4 100.9 111.4 91.6 105.3 117.1
Level E 144 2,226 106.0 121.3 134.4 111.4 129.2 144.6
Level F 127 971 123.0 143.7 163.0 132.6 164.6 186.8

Note: Above compensation data are displayed in CAD $000 for a full-time equivalent employee. All data are incumbent weighted.

M
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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
$20,000
$40,000
$60,000
$80,000
$100,000
$120,000
$140,000
Consulting
Services
Transportation/
Utilities
Durable Mfg. Non-Durable
Manufacturing
High-tech/
Elect. Prod./
Telecom
Public Sector
& Not-for-Profit
Other
Total Cash
Base Salary
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Base Salary by Year of Graduation

All Levels Num Orgs

Num Obs Average
Year(s) from/of Grad. 218 15,637 93.0
< 2 Years 63 280 55.2
2-4 2008-2010 94 854 62.6
5-7 2005-2007 112 887 71.8
8-10 2002-2004 108 676 82.1
11-15 1997-2001 122 1,016 92.2
16-20 1992-1996 121 842 99.8
21-25 1987-1991 110 841 108.5
> 25 Years 121 1,758 115.9
No Degree 4 142 84.4
Not Available 119 8,341 93.7

Level A Num Orgs

Num Obs Average
< 2 Years 51 214 52.6
2-4 2008-2010 57 317 56.2
5-7 2005-2007 32 74 58.0
8-10 2002-2004 12 17 58.3
> 10 Years 17 48 56.6
No Degree 1 7 --

Level B Num Orgs

Num Obs Average
< 2 Years 18 52 59.2
2-4 2008-2010 65 407 61.9
5-7 2005-2007 69 337 65.9
8-10 2002-2004 41 140 69.0
> 10 Years 49 227 68.6
No Degree 3 29 64.8

Level C Num Orgs

Num Obs Average
< 5 Years 43 114 72.9
5-7 2005-2007 87 372 74.6
8-10 2002-2004 80 324 79.6
11-15 1997-2001 89 362 81.8
16-20 1992-1996 69 228 83.7
21-25 1987-1991 50 167 88.5
26-30 1982-1986 46 155 89.2
> 30 Years 47 152 94.5
No Degree 2 47 --

Level D Num Orgs

Num Obs Average
< 5 Years 10 16 82.8
5-7 2005-2007 38 80 87.9
8-10 2002-2004 65 148 93.7
11-15 1997-2001 88 377 96.9
16-20 1992-1996 80 310 102.2
21-25 1987-1991 70 273 103.8
26-30 1982-1986 60 260 105.2
> 30 Years 67 265 106.8
No Degree 3 35 90.7

Level E Num Orgs

Num Obs Average
< 11 Years 29 70 105.9
11-15 1997-2001 61 147 113.5
16-20 1992-1996 71 181 114.7
21-25 1987-1991 66 224 121.7
26-30 1982-1986 65 205 125.8
> 30 Years 67 306 126.8
No Degree 2 21 --

Level F Num Orgs

Num Obs Average
Year(s) from/of Grad. 127 971 143.7
< 11 Years 9 15 139.7
11-15 1997-2001 24 38 125.7
16-20 1992-1996 40 63 136.2
21-25 1987-1991 57 122 142.5
26-30 1982-1986 60 149 146.2
> 30 Years 63 198 145.4
No Degree 2 3 --
Not Available 41 383 145.2

Note: Above compensation data are displayed in CAD $000 for a
full-time equivalent employee, unless otherwise indicated.
All data are incumbent weighted.

Compensation Data by Location

Base Salary Total Cash Compensation
Scope Category Num Orgs

Num Obs Low Average High Low Average High
Level A
Eastern Ontario 38 175 52.7 57.5 58.0 53.0 58.1 59.0
Greater Toronto Area 79 1,006 55.0 64.0 69.0 55.0 64.7 73.5
Northern Ontario 22 132 55.0 63.4 68.6 55.7 66.8 68.7
Southwestern Ontario *51 606 55.1 60.7 63.7 56.0 61.8 65.3

Level B
Eastern Ontario 41 248 62.0 66.6 69.5 62.5 67.9 70.7
Southwestern Ontario 52 499 61.0 67.8 70.1 61.9 69.6 73.3

Level C
Eastern Ontario 53 454 78.0 84.2 88.0 79.1 85.8 89.6
Southwestern Ontario 77 1,039 74.1 80.9 82.4 76.4 83.6 85.9

Level D
Eastern Ontario 52 613 98.6 104.6 110.4 100.4 106.6 112.3

Level E
Eastern Ontario 42 337 113.3 119.4 128.7 117.5 124.9 133.2

Level F
Eastern Ontario 30 99 138.1 146.5 156.1 149.1 165.6 177.5
Greater Toronto Area 72 583 133.1 146.4 151.2 147.6 170.2 173.3

* More than 35% of the rates within the sample are supplied by one organization.
Note: Above compensation data are displayed in CAD $000 for a full-time equivalent employee, unless otherwise indicated.
All data are incumbent weighted.

OSPE | 2012 Employer Compensation Survey Participant List

PARTICIPANT LIST
Alphabetical Order
A
ABB Inc.
AECOM Canada Ltd.
AESI Acumen Engineered Solutions
International Inc.
Agropur cooperative
Aiolos Engineering Corporation
Air Canada
Algoma Seamless Tubulars, Inc.
Alpine Plant Foods Corporation
AMEC Americas Limited
Applanix Corporation
Aquafor Beech Limited
ArcelorMittal Dofasco Inc.
ASECO Integrated Systems Ltd.
Associated Engineering Group Ltd.
Atomic Energy of Canada Limited
(AECL)
Ausenco Limited
Autoliv Electronics Canada Inc.
Aviya Technologies Inc.

B
B. M. Ross and Associates Limited
Babcock & Wilcox Canada Ltd.
Baker Engineering and Risk
Consultants, Inc.
Baxter Corporation
Baylis Medical Company Inc.
Belden CDT Inc.
Bermingham Construction Limited
Black & Veatch Corporation
Bombardier Aerospace
Brian Isherwood & Associates Ltd.
Brighton Beach Power LP
Brookfield LePage Johnson Controls
Brookfield Renewable Power
Building Innovation Inc.

C
C.C. Tatham & Associates Ltd.
Calder Engineering Ltd.
Cambium Environmental Inc.
Cambridge Brass Inc.
Cameco Corporation
Campbell Company of Canada
Canada Colors and Chemicals Limited
Canada Post
Canadian Air Transport Security
Authority
Canadian Broadcasting Corporation
Canadian Tire Corporation, Limited
Canadian Wood Council
Caneta Research Inc.
Cataraqui Region Conservation
Authority
Celestica Inc.
CH2M HILL Canada Limited
CIMA+
City of Brantford
City of Mississauga
City of Ottawa
City of Toronto
Coffey Geotechnics Inc.
Cole Engineering Group Ltd.
Columbian Chemicals Canada Ltd.
COM DEV International Ltd.
Comcor Environmental Limited
Communications & Power Industries
Canada Inc.
Conestoga-Rovers & Associates Ltd.
Corporation of the City of St.
Catharines, The
Crossey Engineering Ltd.

D
Decommissioning Consulting Services
Limited
Dessau Inc.
DIALOG
Dick Engineering Inc.
Dillon Consulting Limited
DRS Technologies Canada Ltd.
DST Consulting Engineers Inc.
Dymech Engineering Inc.

E
Ecologix Heating Technologies Inc
Efficiency Engineering Inc.
Enbridge Gas Distribution Inc.
Enersource Corporation
Epocal Inc.
Eramosa Engineering Inc.
ERCO Worldwide
Ernst & Young LLP
Exel
exp Services Inc.

F
FedEx Express Canada Ltd.
FM Global

G
Gap (Canada) Inc.
General Dynamics Canada
General Dynamics Land Systems -
Canada
General Motors of Canada Limited
GENIVAR INC.
Geosyntec Consultants, Inc.
GlaxoSmithKline Inc.
GreenField Ethanol Inc.
Greer Galloway Group Inc., The

H
H. J. Heinz Company of Canada LP
H.H. Angus & Associates Ltd.
Hammond Power Solutions Inc.
Hastings & Aziz Ltd.
Hatch Ltd.
HDR Canada Holding Corporation
HGC Engineering
Hidi Rae Consulting Engineers Inc.
Holcim (Canada) Inc.
Honeywell International
Horizon Utilities
Horton CBI, Limited
Humansystems Inc.
Hydro One Inc.
Hydro Ottawa Limited

I
IBI Group
Imago Machine Vision Inc.
Imperial Oil Limited
Independent Electricity System
Operator (IESO)
Ingenium Group Inc.
International Safety Research Inc.
Irving Group Moncton

J
JMP Engineering Inc.
JNE Consulting Ltd.
Jordan Engineering Inc.

K
Kapsch TrafficCom Canada Inc.
Kimberly-Clark Corporation
Kinectrics Inc.
Klohn Crippen Berger Ltd.
KWH Pipe (Canada) Ltd.

L
L-3 Wescam
Lakeside Process Controls Ltd.
LANXESS Inc.
Linamar Corporation
Lockheed Martin Canada Inc.
London Hydro Inc.
OSPE | 2012 Employer Compensation Survey Participant List

M
MacDonald, Dettwiler & Associates Inc.
Magna International Inc.
MAN Diesel & Turbo Canada Ltd.
Maple Leaf Foods Inc.
Masco Canada Limited
McIntosh Perry Consulting Engineers
Ltd.
MDA Space Missions
Meridian Lightweight Technologies Inc.
Messier-Dowty Inc.
Ministry of Government Services
MMM Group Limited
Molson Coors Canada, Inc.
Morrison Hershfield Ltd.
MTE Consultants Inc.
Municipal Infrastructure Group Ltd., The

N
Nasittuq Corporation
NAV CANADA
Neptec Design Group Ltd.
Nordion Inc.
NOVA Chemicals
Novatech Engineering Consultants Ltd.
Nuclear Waste Management
Organization (NWMO)
O
Ontario Power Generation
Ontario Public Service
Oxford Properties Group

P
Parmalat Canada
Parsons Brinckerhoff Halsall Inc.
Peter Kiewit Infrastructure Co.
Peto MacCallum Ltd.
Picco Engineering
Pinchin Environmental Ltd.
Polytainers Inc.
Pottinger Gaherty Environmental
Consultants Ltd.
Pratt & Whitney Canada
Precision Drilling Corporation

R
R.J. Burnside & Associates Limited
R.J. McKee Engineering Ltd.
R.V. Anderson Associates Limited
Regional Municipality of Durham
Research In Motion Limited
Robinson Consultants Inc.
Rowan Williams Davies & Irwin Inc.
S
S&C Electric Canada Ltd.
S.A. Armstrong Limited
Sandvik Mining & Construction Canada
Inc.
Sanofi Pasteur Limited
SCS Consulting Group Ltd.
SENES Consultants Limited
Sernas Group Inc., The
ShawCor Ltd.
SIHI Pumps Limited
Skelton, Brumwell & Associates Inc.
SMART Technologies
Smith and Andersen Consulting
Engineering
SNC-Lavalin
Spectra Energy Transmission
Stantec Consulting Ltd.
Stern Laboratories Inc.
Suncor Energy Inc.

T
Tacoma Engineers Inc.
Taro Pharmaceuticals Inc.
Technical Standards and Safety
Authority
Teknion Corporation
Telesat Canada
TELUS Corporation
Terrapex Environmental Ltd.
Teva Canada Limited
Textron Canada
Thales Rail Signalling Solutions, Inc.
Thordon Bearings
Thurber Engineering Ltd.
Toromont CAT
Toronto Hydro Corporation
Town of Oakville
Toyota Motor Manufacturing Canada
Inc.
TransCanada Corporation
Trojan Technologies
TRQSS, Inc.
Tyco Fire & Security

U
URS Canada Inc.

V
Vale Canada Limited
Valspar Corporation, The

W
W.F. Baird & Associates Coastal
Engineers Limited
WalterFedy
Weir Canada Inc.
WESA Inc.
Wescast Industries Inc.
Wood Banani Bouthillette Parizeau
Woodbridge Group, The

X
XCG Consultants Ltd.
Xstrata Nickel Sudbury Operations

OSPE | 2012 Employer Compensation Survey 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 on-
the-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
zero to two years experience.
Will not likely have their
P.Eng.
Bachelors degree in Engineering
or Applied Science or its
equivalent, normally with two to
four years working experience
from the graduation level. May
have a P.Eng.
Bachelors degree in
Science or its equivalent,
normally with four plus years
related working experience
from the graduation level.
Typically holds a P.Eng.
OSPE | 2012 Employer Compensation Survey Classification Guide

Classification Guide of Engineering Responsibility Levels
(Reproduced with the permission of the Ontario Society of Professional Engineers)
Level of Responsibility LEVEL D LEVEL E LEVEL F
Duties

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 co-ordination 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 non-
professional 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,
Decisions and
Commitments

Recommendations reviewed for
soundness of judgment but
usually accepted as technically
accurate and feasible. Involved
with progressively larger
financial decisions.
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. Responsible
for some financial decisions.
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.
Supervision Received

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.
Leadership Authority
and/or Supervision
Exercised

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.
Guide to Entrance
Qualifications

Bachelors degree in
Engineering or Applied Science
or its equivalent, normally with
eight plus years of experience in
the field of specialization from
the graduation level. Typically
holds a P.Eng.
Bachelors degree in
Engineering or Applied Science
or its equivalent, normally with
twelve plus years of engineering
and/or administrative
experience from the graduation
level. Typically holds a P.Eng.
Bachelors degree in
Science or its equivalent,
normally with fifteen plus
years of engineering
experience, including
responsible administrative
duties. Typically holds a
P.Eng.

OSPE | 2012 Employer Compensation Survey 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 20,000 employees serving clients from more than 180 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 HR-related matters by providing
timely, comprehensive, and high-quality HR information and metrics for any major location around the world.

Marsh & McLennan Companies 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 50,000 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. Marsh & McLennan Companies
website address is www.mmc.com.

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OSPE | ONTARIO SOCIETY OF PROFESSIONAL ENGINEERS

MEMBER MARKET COMPENSATION SUMMARY REPORT

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