Global Pay Summary: Sample

H E A LT H W E A LT H C A R E E R
2016
GLOBAL PAY SUMMARY

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TABLE OF CONTENTS
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CORRESPONDENCE 2
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DATA MINING & INSIGHTS 3
TABLE OF CONTENTS 4
INTRODUCTION 5
SEVEN QUESTIONS ABOUT
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COMPENSATION
COUNTRY BENCHMARK
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POSITIONS
Estonia 10
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ABOUT THIS REPORT 16
Methodology 16
Glossary 20
ABOUT MERCER 25

INTRODUCTION
REPORT STRUCTURE
The 2016 Global Pay Summary report provides actionable salary information to formulate salary policies according to current practices
across major world markets. Designed as a quick reference guide for human resources professionals, it offers data on annual base salary
(ABS) and annual total cash compensation (ATC) for 50 benchmark positions across 11 job families, covering the spectrum from para-
professionals to top management.
This report has four main sections:

• The Summary of key findings highlights the key trends in inter- and intra-regional pay levels, using multiple comparisons, and
analysing salary differences by region, job function, and development level of development of a country. The insights into highest-
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and lowest-paying countries help companies understand the cost-effective locations within a region. This section also provides a
list of hot jobs in a particular market.
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• The Overview of benchmark positions section provides ABS and ATC data for a particular job across different locations. This
information helps human resources professionals understand and compare pay scales for different positions and job functions, and
supports informed decision-making without having to sort through voluminous survey data or complex databases.
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• The Country benchmark positions section provides a snapshot of salary information for 50 benchmark jobs within a country. It
exhibits vertical comparisons across different functions and career levels.
• The About this report section includes the methodology used in the report and lists key definitions, exchange rates, and data
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sources.
The job functions covered in the report are:
• Top management. • Sales and marketing.

• Legal. • Research and development.
• Human resources. • Engineering.
• Finance. • Operations.
• Administration. • Supply and logistics.
• Information technology.

SEVEN QUESTIONS ABOUT COMPENSATION
Q. Why use benchmark jobs?
A. There are five key reasons to use benchmark jobs in compensation planning:
•• Commonly found and defined, they allow pay comparisons within the organisation or to comparable jobs outside the
organisation.
•• Specific and realistic job specifications relate to what, why, and how work is done on a specific job.
•• As positions rarely match exactly, employers must decide whether a premium or discount is appropriate for the particular job
position based on survey data, thereby ensuring competitive pay.
•• Benchmark jobs help create career ladders, supporting the company’s motivation and retention of valuable talent.
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•• They provide samples of various levels in most job functions, so employers have an overall picture of their organisation and pay
levels.
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Q. Why is base salary important?
A. Base salary plays a key role in compensation planning and strategy for these reasons:
•• Base salary is a core component of a total rewards package.
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•• It is often the cornerstone of that reward package and the starting point for calculating other components of the package.
•• Employees view base salary as the most important element of “the deal” between the employee and employer.
•• The way in which salary is set and progressed can have a significant impact on whether an employee engages positively in work.
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•• It is critical that base pay be “right,” which means it should be internally equitable and externally competitive. If base pay is not
“right,” it may distract employees from the task in hand.
Q. What is the difference between annual base salary and annual total cash compensation?
A. The two terms are defined as follows:

•• Annual base salary (ABS) is monthly salary multiplied by the number of months (per company policy) used for computing annual
compensation. Gross ABS includes salary sacrificed items but excludes any cash allowances, superannuation, and benefits.
•• Annual total cash compensation (ATC) represents ABS, plus nonvariable remuneration and short-term incentives (STIs), which
include, for example, bonus, sales commission, and profit sharing, but exclude share options.

Q. What are the key steps in the annual compensation planning process?
A. Most administrators follow this general planning process every year:

•• Update job descriptions, if necessary.
•• Determine market comparators (peers by industry, region, headcount size, and so on).
•• Collect market salary data.
•• Match benchmark jobs to market salary data.
•• Set measurement standards to determine status against desired position.
•• Conduct measurement of:
—— Internal equity (review for potential problem areas).
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—— External competitiveness (review for underpayment or overpayment).
—— Alignment of pay and performance (consider whether the plan is workable).
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—— Alignment with business and strategic goals (determine whether the plan helps employees achieve overall organisational
goals).
•• Formulate recommendations to adjust salary levels overall, for specific pay levels and/or job functions, and so on.
•• Obtain management approval of recommendations.
•• Implement the compensation plan.
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•• Communicate the plan to employees.
Q. What factors affect compensation levels?

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A. Among the many factors that have an impact on pay in different countries, the following are key:
•• Talent supply and demand.
•• The competitive market.
•• The company’s desired pay position in the market.
•• The compensation mix of base salary and incentives.
•• The alignment of pay with the company’s business goals, mission, and cultural values.
•• Professional development programmes.
•• Mandatory minimum salaries.
•• Cost of living.
•• Standard of living.

Q. What factors influence a company’s compensation strategy?
A. Both internal and external factors have an impact on compensation strategy. Internal factors include
the following points:
•• Business strategy may emphasise some job functions over others, such as sales positions.
•• Current pay programmes determine levels and components of the pay package.
•• Incumbent expectations and perceptions can affect their productivity.
•• Organisational ownership, structure, and financial constraints may limit pay budgets.
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COUNTRY BENCHMARK POSITIONS

USD1 = EUR0.89
Exchange rate effective Nov-6-15.
ESTONIA
ANNUAL COMPENSATION IN LOCAL CURRENCY, 2015
ANNUAL BASE SALARY ANNUAL TOTAL CASH

COMPENSATION
JOBS PC RANGE
LOW MEDIAN HIGH LOW MEDIAN HIGH
Top management
Head of organisation – Tier 3 59–66 69,856 71,900 96,893 74,372 81,850 108,147
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Legal
Legal counsel – Experienced 50–54 19,776 21,600 24,000 19,961 22,800 26,287
Human resources
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Head of human resources – Tier 3 58–61 – 54,186 – – 65,227 –
Human resources manager 52–59 26,813 34,800 39,541 30,392 37,971 44,962
Compensation and benefits manager – – – – – – –
Labour safety engineer – Experienced 47–48 – 18,000 – – 18,750 –
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Human resources administration clerk – Experienced – – – – – – –
Finance
Head of finance and accounting – Tier 3 56–61 43,475 60,480 65,226 49,129 65,520 82,512
Credit and collections supervisor
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Credit and collections clerk – Experienced 45–45 – 14,880 – – 15,396 –
Accounting manager 53–55 35,112 36,000 40,044 40,278 40,793 43,469
Accountant – Experienced 46–49 13,200 14,400 14,880 13,715 14,630 15,496
Accounting clerk – Experienced – – – – – – –
Audit manager – – – – – – –
Administration
Executive secretary – Senior 47–50 13,152 14,400 15,804 13,520 14,400 15,996
Secretary – Experienced 42–45 10,800 11,160 12,228 10,800 11,160 12,228
Office administration manager 51–55 17,520 18,000 31,410 17,520 18,000 34,035
Security guard – Experienced – – – – – – –
Note: The figures under the annual total cash compensation section include the actual amounts of the awards received over last 12 months.

USD1 = EUR0.89
ESTONIA
ANNUAL COMPENSATION IN LOCAL CURRENCY, 2015, CONTINUED

COMPENSATION
JOBS PC RANGE
Information technology
Head of information technology – Tier 3 – – – – – – –
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Systems development manager – – – – – – –
Systems analyst – Experienced 47–48 22,800 24,000 26,177 23,249 24,283 27,407
Systems programmer – Experienced – – – – – – –
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Web applications developer – Experienced – – – – – – –
Computer operator – Experienced – – – – – – –
Sales and marketing
Head of sales and marketing – Tier 3 – – – – – – –
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Head of marketing – Tier 3 – – – – – – –
Marketing manager 52–57 27,600 30,600 32,443 29,683 30,600 33,897
Market research analyst – Experienced – – – – – – –
Product/brand marketing professional – Senior
SA 49–53 18,981 19,740 21,000 19,832 21,348 22,696
Sales manager 52–57 30,588 38,400 41,054 33,351 41,958 46,818
Sales manager – Regional 52–56 25,046 27,180 33,600 26,580 31,451 37,479
Sales representative – Experienced 45–50 8,400 11,952 12,768 13,652 14,481 15,743
Customer service manager 51–57 26,100 27,900 32,910 26,375 30,900 33,691
Customer service representative – Experienced 44–45 10,200 10,800 11,400 11,196 11,804 12,574
Research and development
Research and development manager 53–57 27,742 38,880 44,111 27,742 42,036 45,080
Research and development engineer – Experienced 48–53 21,061 25,224 27,661 21,551 25,224 27,916

USD1 = EUR0.89
ESTONIA
ANNUAL COMPENSATION IN LOCAL CURRENCY, 2015, CONTINUED

COMPENSATION
JOBS PC RANGE
Engineering
Environmental health and safety manager 51–55 – 25,712 – – 28,396 –
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Technical service manager 52–56 27,978 28,800 32,990 30,305 32,160 36,589
Technical service technician – Experienced 44–46 13,414 15,765 17,819 13,414 16,416 18,725
Process engineer – Experienced 47–53 – 19,920 – – 20,916 –
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Operations
Head of plant – – – – – – –
Head of production – – – – – – –
Production supervisor 48–50 18,000 18,600 19,780 18,762 20,460 21,165
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Production worker – Experienced 42–42 6,713 7,721 8,101 6,713 8,286 9,513
Head of quality – Tier 3 – – – – – – –
Repair and maintenance engineering manager 53–56 – 31,200 – – 33,083 –
Supply and logistics
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Head of supply chain – Tier 3 – – – – – – –
Head of purchasing – – – – – – –
Traffic and distribution coordinator – Entry – – – – – – –
Warehouse – Team leader 47–48 14,999 17,412 18,087 17,983 18,614 20,202

USD1 = EUR0.89
ESTONIA
ANNUAL COMPENSATION IN USD, 2015

COMPENSATION
JOBS PC RANGE
Top management
Head of organisation – Tier 3 59–66 78,445 80,740 108,806 83,516 91,914 121,444
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Legal
Legal counsel – Experienced 50–54 22,207 24,256 26,951 22,415 25,603 29,519
Human resources
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Head of human resources – Tier 3 58–61 – 60,848 – – 73,247 –
Human resources manager 52–59 30,110 39,079 44,403 34,129 42,640 50,490
Compensation and benefits manager – – – – – – –
Labour safety engineer – Experienced 47–48 – 20,213 – – 21,055 –
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Human resources administration clerk – Experienced – – – – – – –
Finance
Head of finance and accounting – Tier 3 56–61 48,820 67,916 73,246 55,170 73,576 92,657
Credit and collections supervisor
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Credit and collections clerk – Experienced 45–45 – 16,710 – – 17,289 –
Accounting manager 53–55 39,429 40,426 44,967 45,230 45,809 48,814
Accountant – Experienced 46–49 14,823 16,171 16,710 15,401 16,429 17,401
Accounting clerk – Experienced – – – – – – –
Audit manager – – – – – – –
Administration
Executive secretary – Senior 47–50 14,769 16,171 17,747 15,182 16,171 17,963
Secretary – Experienced 42–45 12,128 12,532 13,731 12,128 12,532 13,731
Office administration manager 51–55 19,674 20,213 35,272 19,674 20,213 38,220
Security guard – Experienced – – – – – – –

USD1 = EUR0.89
ESTONIA
ANNUAL COMPENSATION IN USD, 2015, CONTINUED

COMPENSATION
JOBS PC RANGE
Information technology
Head of information technology – Tier 3 – – – – – – –
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Systems development manager – – – – – – –
Systems analyst – Experienced 47–48 25,603 26,951 29,396 26,108 27,269 30,777
Systems programmer – Experienced – – – – – – –
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Web applications developer – Experienced – – – – – – –
Computer operator – Experienced – – – – – – –
Sales and marketing
Head of sales and marketing – Tier 3 – – – – – – –
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Head of marketing – Tier 3 – – – – – – –
Marketing manager 52–57 30,993 34,362 36,432 33,333 34,362 38,065
Market research analyst – Experienced – – – – – – –
Product/brand marketing professional – Senior
SA 49–53 21,315 22,167 23,582 22,270 23,973 25,487
Sales manager 52–57 34,349 43,121 46,102 37,452 47,117 52,574
Sales manager – Regional 52–56 28,125 30,522 37,731 29,848 35,318 42,087
Sales representative – Experienced 45–50 9,433 13,422 14,338 15,331 16,261 17,679
Customer service manager 51–57 29,309 31,330 36,956 29,618 34,699 37,833
Customer service representative – Experienced 44–45 11,454 12,128 12,802 12,573 13,255 14,120
Research and development
Research and development manager 53–57 31,153 43,660 49,535 31,153 47,204 50,623
Research and development engineer – Experienced 48–53 23,650 28,325 31,062 24,201 28,325 31,348

USD1 = EUR0.89
ESTONIA
ANNUAL COMPENSATION IN USD, 2015, CONTINUED

COMPENSATION
JOBS PC RANGE
Engineering
Environmental health and safety manager 51–55 – 28,873 – – 31,887 –
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Technical service manager 52–56 31,418 32,341 37,046 34,031 36,114 41,088
Technical service technician – Experienced 44–46 15,063 17,703 20,010 15,063 18,434 21,027
Process engineer – Experienced 47–53 – 22,369 – – 23,488 –
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Operations
Head of plant – – – – – – –
Head of production – – – – – – –
Production supervisor 48–50 20,213 20,887 22,212 21,069 22,976 23,767
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Production worker – Experienced 42–42 7,538 8,670 9,097 7,538 9,305 10,683
Head of quality – Tier 3 – – – – – – –
Repair and maintenance engineering manager 53–56 – 35,036 – – 37,151 –
Supply and logistics
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Head of supply chain – Tier 3 – – – – – – –
Head of purchasing – – – – – – –
Traffic and distribution coordinator – Entry – – – – – – –
Warehouse – Team leader 47–48 16,843 19,553 20,311 20,194 20,903 22,686

ABOUT THIS REPORT
METHODOLOGY
READING THE REPORT
The 2015 Global Pay Summary (GPS) report presents concise information on pay levels for 50 benchmark job positions around the world,
representing positions common across multinational companies. The report provides vertical and horizontal analysis of market pay for
different job levels in different countries and regions. For example, horizontal comparisons are possible because compensation data for
single positions can be compared across countries and regions. Vertical comparisons are possible because the positions represent the
range of jobs from top management to junior-level positions. The report also provides the market pay range for a single job position
within a country.
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This definitive guide will help human resources professionals in their business expansion, talent, and compensation strategies, as well as
identify cost-effective locations. The report is based on Mercer’s global consistent methodology of defining pay and positions, and our
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vast, country-by-country database of compensation data. Pay data within each country matches our core benchmark position structure,
using Mercer’s International Position Evaluation (IPE) methodology. The IPE methodology ensures that position levels are consistent and
accurately mapped for comparison, regardless of country or industry. This system also helps to map job roles to position classes (PCs)
based on the scope of the roles, responsibilities, and company size, thereby supporting an accurate comparison of peers in the market.
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Global Pay Summary provides annual base salary (ABS) and annual total cash compensation (ATC) data in local currency and USD, as well
as information on annual guaranteed cash (AGC) for selected countries in the case studies.
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• ABS is the monthly base salary multiplied by the number of months of pay (based on company policy).
• AGC refers to ABS and the annual fixed allowances or any guaranteed cash.
• ATC refers to the total ABS in addition to any guaranteed cash and actual annual short-term incentives.
The analysis displays pay data for low, median, and high values of ABS and ATC. Low figures represent the 33rd percentile of observations
in Mercer’s pay database, high figures represent the 67th percentile, and median figures represent the median value.

ABOUT THIS REPORT
EXCEPTIONS AND NOTES

• The ABS component includes base salary and allowances for Colombia (Americas), India (APAC), and South Africa (EEMEA).
• The data presented for China (APAC), Kazakhstan, Russia, and Ukraine (EEMEA) pertains to major cities in these markets and is
denoted in tables by “Country–Market.”
• The head of systems engineering and systems engineer positions are replaced by technical service manager and process engineer
— experienced benchmark jobs in this edition.
• In 2015, Wuxi (China) does not include Changzhou, as it did in 2014. Therefore, the data for 2015 might vary compared to 2014.
The range of pay data may appear wide, primarily due to company size variation and the sampling of their pay practices in the database
for some positions. The data is based on Mercer’s job evaluation in local markets, with statistics derived from individual country databases
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of Mercer’s 2015 All Industry Total Remuneration Surveys (TRS). TRS reports provide extensive details on all elements of compensation
and benefits.
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The salary information for some positions in a few countries might be less than in the previous year for the following reasons:
• The sample of participating companies is different this year, resulting in a change in Mercer’s IPE levels reported in the job titles.
This change can be seen in the PC ranges of each job position.
• Increased unemployment rates, uncertain business conditions, and continued slow growth have increased talent availability. This
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increased talent supply, in turn, has reduced the pressure on employers to increase salaries to attract and retain desirable
employees. New hires typically cannot demand, and do not receive, salaries as high as they did a few years ago, causing actual data
to decrease for some positions.
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• A large talent gap is an indirect reason for lower salaries in some areas. Although employers may promote employees in some
positions at a faster rate to cover the talent gap, salaries for these promotions might be lower than previously offered.

ABOUT THIS REPORT
CURRENCY CONVERSION RATES

CURRENCY CONVERSION RATES, IN USD, AS OF 6 NOVEMBER 2015
COUNTRY CURRENCY USD1=
CODE
Estonia EUR 0.89
Note: Exchange rates in this table are rounded to two significant digits; however, the data presented in the report was prepared using a higher degree of precision.
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Note: Year-over-year comparisons of data reported in Global Pay Summary are not recommended due to currency fluctuations.
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DATA SOURCES, 2015
COUNTRIES SOURCE NO. OF PARTICIPANTS
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Estonia SA EE: Total Remuneration Survey (May) 56

ABOUT THIS REPORT
PC RANGES
JOBS ESTONIA JOBS ESTONIA JOBS ESTONIA
Top management Information technology Engineering

Head of organisation – Tier 3 59–66 Head of information technology – Tier 3 – Environmental health and safety manager 51–55
Legal Systems development manager – Technical service manager 52–56
Legal counsel – Experienced 50–54 Systems analyst – Experienced 47–48 Technical service technician –
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44–46
Human resources Systems programmer – Experienced – Experienced
Head of human resources – Tier 3 58–61 Web applications developer – Process engineer – Experienced 47–53
–
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Human resources manager 52–59 Experienced Operations
Compensation and benefits manager – Computer operator – Experienced – Head of plant –
Labour safety engineer – Experienced 47–48 Sales and marketing Head of production –
Human resources administration clerk – Head of sales and marketing – Tier 3 – Production supervisor 48–50
–
Experienced Head of marketing – Tier 3 – Production worker – Experienced 42–42
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Finance Marketing manager 52–57 Head of quality – Tier 3 –
Head of finance and accounting – Tier 3 56–61 Market research analyst – Experienced – Repair and maintenance engineering
Credit and collections supervisor – Product/brand marketing professional – 53–56
49–53 manager
Credit and collections clerk –
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45–45 Supply and logistics
Experienced Sales manager 52–57
Head of supply chain – Tier 3 –
Accounting manager 53–55 Sales manager – Regional 52–56
Head of purchasing –
Accountant – Experienced 46–49 Sales representative – Experienced 45–50
Traffic and distribution coordinator –
Accounting clerk – Experienced – Customer service manager 51–57 –
Entry
Audit manager – Customer service representative –
44–45 Warehouse – Team leader 47–48
Administration Experienced
Executive secretary – Senior 47–50 Research and development
Secretary – Experienced 42–45 Research and development manager 53–57
Office administration manager 51–55 Research and development engineer –
48–53
Experienced
Security guard – Experienced –

GLOSSARY
COMPENSATION-RELATED DEFINITIONS
Annual base salary (ABS): Monthly base salary multiplied by the number of months per year that salary is paid (according to company
policy).
Annual guaranteed cash (AGC): Annual base salary plus guaranteed allowances, which include meal allowance, vehicle allowance, and so
on.
Annual total cash compensation (ATC): Annual base salary plus nonvariable remuneration and short term incentives, which include
bonus (for example, bonus, sales commission, profit sharing) but exclude share options. The figures reported reflect the actual award
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amounts received over last 12 months.
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Guaranteed cash allowances: Cash allowances that are guaranteed to the employee regardless of their performance. They can be
either paid out in cash, as an addition to the base salary or in the form of vouchers or coupons and may significantly vary from country
to country. Employees are given cash allowances in order to cover the costs of, for example, meals or transportation.
High: The 67th percentile of observations in Mercer’s salary database.
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Low: The 33rd percentile of observations in Mercer’s salary database.
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Median: The 50th percentile (median) of observations in Mercer’s salary database.
Position class (PC) range: Benchmark positions are displayed by job title, covering all PCs for a given job. PC is the Mercer level that is
created using Mercer’s International Position Evaluation (IPE) system. Typical PCs for different employee levels are:
•• Executives: PCs 57–62.

•• Management: PCs 52–57.
•• Professional: PCs 47–52.
•• Para-professional (staff): PCs 42–47.

GLOSSARY
Short-term incentives: Rewards relating to the performance against selected criteria over a period of one year or less. These include
performance-related bonuses, sales bonuses, sales commissions, profit-sharing schemes, other bonuses, and exceptional premiums.
Total Remuneration Surveys (TRS): Mercer conducts the TRS in more than 60 countries. Each TRS includes data for a set of core
benchmark positions and, in many markets, industry-specific positions such as consumer goods, pharmaceuticals, and high-
technology. Mercer’s TRS allows access to market data for pay and benefits, as well as the ability to generate statistics tailored to an
organisation’s needs.
JOB FAMILY DEFINITIONS

Top management: This job family works to achieve the company’s operational and financial goals. Employees help to control, direct, and
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participate in corporate activities through a hierarchy of managers and supervisors. Top managers undertake long-term strategic
planning, determine policies, allocate resources, and make decisions on growth and diversification to accomplish corporate goals.
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Legal: This job family ensures that the company complies with the legal and regulatory requirements of the country(s) where it
operates and strives to maintain positive relations with investors and regulatory bodies.
Human resources: This job family manages human resources. Activities include developing human resources management strategies
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and policies to meet business needs; and planning, administering, and reviewing activities concerned with recruitment, training and
development, compensation and benefits, and employee relations. In some companies, the activities of this job family may include
payroll, employee communications, and health and safety.
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Finance: This job family manages financial and accounting operations. Areas of responsibility include preparing, collecting, and
interpreting financial information; preparing budgets, reports, forecasts, and statutory returns; conducting financial analyses of
proposals, investments, and fund sources; managing taxation; managing cost accounting systems and cash flow; conducting audits;
controlling treasury matters; and ensuring compliance with regulatory standards.
Administration: This job family handles a range of diverse administrative or staff functions, which may include finance, human resources,
information technology, planning, supply, and other corporate services. Activities also include performing administrative and related
support services.
Information technology: This job family acquires, designs, implements, and operates information technology resources, including
computer hardware, operating systems, communications, software applications, data processing, and security. Activities include
developing information technology strategies, policies, and plans; managing the acquisition, implementation, maintenance, and use of
information technology resources; and training and supporting technology users.

GLOSSARY
Sales and marketing: This job family oversees sales and marketing activities, including market research, pricing, sales, and
merchandising activities; marketing campaigns and promotions; business development activities; customer service; and invoicing,
credit, and payment administration.
Research and development: This job family’s operations include formulating research strategies; evaluating the cost and benefits of
alternative research opportunities; and undertaking research, design, and development activities to improve the company’s products
and services.
Engineering: This job family manages engineering and technical operations, and may involve various branches of the engineering
profession — for example, electronic, environmental, mechanical, maintenance, or plant engineering. Activities include designing,
constructing, testing, and operating equipment; ensuring that standards of quality, cost, safety, reliability, timeliness, and performance
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are met in production processes; and interpreting plans, drawings, and specifications.
Operations: This job family is responsible for the production activities of manufacturing companies to optimise resource use, minimise
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costs, and maintain quality standards. Activities include planning, managing, and reviewing production operations to achieve output and
quality objectives; monitoring expenditures and forecasting resource inputs; and operating, monitoring, and maintaining machines and
production equipment.
Supply and logistics: This job family manages the supply, storage, and transport and distribution of equipment, materials, and goods
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used and produced. Activities include materials control and planning, managing supplier relationships, logistics and supply chain
management, purchasing, and inventory control.
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GLOSSARY
MERCER’S INTERNATIONAL POSITION EVALUATION (IPE) SYSTEM

Mercer surveys around the world are based on the IPE system. As part of the survey process, TRS members receive job-matching
tools designed specifically to support this survey, including a set of benchmark evaluations for each survey role. The IPE system is a
proven approach to position evaluation used by companies around the world.
IPE relies on evaluating positions, not the employees holding those positions — because the qualifications and performance of
incumbents can differ from what positions actually require. Position evaluation is not just a tool for salary comparisons, but is also
instrumental in recruiting, career planning, designing corporate structures, and dealing with expatriate compensation and planning.
This tool is a robust, user-friendly job evaluation process that can form the foundation of integrated human resources systems
including:
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•• Rewards.
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•• Organisation design.
•• Talent development.
•• Career planning.
•• Performance management.
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•• Mobility.
IPE focuses on four business-related dimensions:
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•• Impact and contribution to business unit results.
•• Communication.
•• Innovation.
•• Required knowledge.

GLOSSARY
Risk is an optional factor that may be used in high-risk industries or professions. Each factor is divided into degrees with individual
weightings. The improvements to the system reflect the changes made by many companies to flatten their structure or transition to a
network-based or team environment. The result is an easy-to-use system that facilitates position comparisons not only within a
company but also across companies and industries.
The system allows accurate comparisons between positions, as job titles alone can be misleading. For example, a finance manager in
one company may describe a position that has more operational responsibilities compared to a finance manager in a second company
with more strategic responsibilities. In other words, the scope and content of a finance manager’s position could be broad in some
companies and limited in others. Using the IPE method can further isolate similar positions and responsibilities.
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ABOUT MERCER
Mercer is a global consulting leader in talent, health, retirement, and investments. Mercer helps clients around the world advance the health,
wealth, and performance of their most vital asset – their people. Mercer’s 20,500+ employees are based in more than 40 countries, and we
operate in more than 140 countries. Mercer is a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), a global team of
professional services companies offering clients advice and solutions in the areas of risk, strategy, and human capital.
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For further information, please contact your local
Mercer office or visit our website at
www.mercer.com
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Copyright 2016 Mercer LLC. All rights 16-GPS-ESTONIA
reserved.

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H E A LT H W E A LT H C A R E E R

GLOBAL PAY SUMMARY

Worldwide Benefit Talent All Subscription

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This report has four main sections:

The job functions covered in the report are:

• Top management. • Sales and marketing.

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A. The two terms are defined as follows:

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A. Most administrators follow this general planning process every year:

Q. What factors affect compensation levels?

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Q. What factors influence a company’s compensation strategy?

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ANNUAL BASE SALARY ANNUAL TOTAL CASH

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ANNUAL BASE SALARY ANNUAL TOTAL CASH

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ANNUAL BASE SALARY ANNUAL TOTAL CASH

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ANNUAL BASE SALARY ANNUAL TOTAL CASH

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ANNUAL BASE SALARY ANNUAL TOTAL CASH

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ANNUAL BASE SALARY ANNUAL TOTAL CASH

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EXCEPTIONS AND NOTES

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CURRENCY CONVERSION RATES

COUNTRY CURRENCY USD1=

Estonia EUR 0.89

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JOBS ESTONIA JOBS ESTONIA JOBS ESTONIA

Top management Information technology Engineering

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High: The 67th percentile of observations in Mercer’s salary database.

•• Executives: PCs 57–62.

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JOB FAMILY DEFINITIONS

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MERCER’S INTERNATIONAL POSITION EVALUATION (IPE) SYSTEM

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