welcome to brighter

Embracing the New

Normal - West Region
Total Remuneration Survey

10 May 2022

Speakers
Popescu Alina
Gherman Silvana

A business of Marsh McLennan

1 Welcome and Introduction
Agenda
Global Reward Trends
2

3 Total Remuneration Survey

2021 survey highlights & 2022 trends

TRS survey methodology

4 Job Matching
Resources
Mercer Data Connector
Welcome and introduction
 Consulting Team Romania
Alina Popescu
Senior Consultant
Over 16 years experience in HR
and reward consulting, working
with the largest global
organizations
+4 0730 666 022
Alina.Popescu@mercermarshbenefits.com Silvana.Gherman@marsh.com
Silvana Gherman Cristina Filipescu Narcis Popescu
Consultant Associate Consultant Consultancy Director
Over 7 years experience in Over 4 years experience in client Over 15 years national &
Reward & Benefits area, both at operational areas and Mercer international experience in
client operational level and TRS coordinating HR Consulting
consulting one projects at Top management
level on Organization
Effectiveness & Development
and Reward Strategies
+40 790 852 090 +40 722 240 991 +40 726 359 379
Cristina.Filipescu@marsh.com Narcis.Popescu@mercermarshbenefits.com
4
 Comp&Ben
Competency Coaching Career
Models & Promotion

Performance HR Procedures
Management & Processes

Compensation & HR Processes

Benefits Systems & Systems Audit

Job Analysis, Salary Survey

Evaluation & Grading & Special Reports

Consultancy Service Lines

Global Reward Trends
2022 HR Agenda Ranking HR priorities
HR leaders in theformost
2022 (%)
innovative C-Suite’shave
companies top initiatives (%)
prioritized the Ranking

following for 2022,

Improving with
our workforce DEI topping the list:
planning
1 to better inform buy/build/borrow 39 36 Investing in workforce upskilling/reskilling 1
talent strategies

Designing talent processes around skills Delivering on total well-being strategies

2
(hiring, learning, succession) 37 33 (mental, social, physical and financial) 2

Designing talent processes around skills

1 3 Addressing pay,
Improving our Total gender and other37equity gaps
Reward packages 31 (hiring, learning, succession) 3

Addressing pay, gender and other

4
equity gaps 37 31 Evolving our flexible working culture 4

2 Improving our Total Reward packages Improving our workforce planning

5 Rethinking compensation plans 36 31 to better inform buy/build/borrow 5
talent strategies
Delivering on new work standards
6
Improving our workforce planning36to better30inform
Investing in workforce upskilling/reskilling (e.g., living wage, gig/supply chain worker 6
3 protection, etc.)
buy/build/borrow talent strategies
Delivering on total well-being strategies
7
(mental, social, physical and financial) 36 30 Redesigning work to improve agility 7

4 8 Ensuring
Evolvinginclusive workforce
our flexible working culture listening
36 and 29
participation
Implementing job automation 8

9 Redesigning HR operations 36 27 Improving our Total Reward Packages 9

5 Tapping into non-local or non-traditional talent pools

Putting sustainability/ESG at the heart
10
of our transformation agenda 35 27 Rethinking compensation plans 10

7
© 2022 Mercer LLC, All Rights Reserved. 7
A collective sense of optimism mask a myriad of different
experiences across genders, generations and geographies

Trust in companies to do the right Which employees feel they are thriving today?
thing for society is up:
Gender Industries Region
Male 67% Automotive 56% North America 70%
Female 58% Chemicals 76% Latin America 58%
in 2020 in 2022 Construction 70% Europe 56%

Generation Middle East 69%

69%
Consumer goods 57%
Asia 66%
And the number of employees saying Gen Z (16–24) 51% Energy 72%
Pacific 69%
they are thriving has increased: Gen Y (25–39) 67% Financial services 74%
South Africa 56%
Gen X (40–55) 62% Health Care
Healthcare 55%
Baby Boomers (56-74) 49%
boomers (56–74) Insurance 71%
Life sciences 82%
Current work location Manufacturing 65%
Remote 69% Professional services 58%
Hybrid 67% Retail 56%
55%
Onsite 47% Technology 73%
Source: Global Talent Trends 2022; Q1 2022

© 2022 Mercer LLC, All Rights Reserved. Thriving employees: Thriving is defined as prospering in terms of health, wealth and career. 8
reset for work in deliver on build for harness
relevance partnership total employability collective
well-being energy
Build resilience by leading Create equitable, Nurture a healthy Meet future work needs Unlock potential
with values and an adaptive transparent and workforce with with a skills-based with human-centered
design rewarding partnerships benefits that matter organization work environments

© 2022 Mercer LLC, All Rights Reserved. 9

Partnering to play the Great Resignation to your advantage
70% of HR predict higher than above attrition this year

Top reasons Employees stay*

are CEO’s top of HR for 2022 1 Job security 7 Opportunity for career progression 4

2 Flexible working policy 8 Opportunity to continuously develop 3

Employees with 3 Competitiveness of pay/rewards 9 Organization’s brand/reputation 13
92% 89% highest intent to
4 Fair pay/responsible rewards practices 10 Pension/retirement options 5
85% leave work in:
79% 5 Vacation/time-off policies 11 Employee well-being programs
People Automotive (52%) 19
who are 6 Medical insurance 12 My manager 9
satisfied
55% *Arrows represent 2020 ranking
People
People would forgo a pay increase for flexibility
43% likely Technology (46%)
34% to leave What would you forgo a pay raise for this year?

22% Ability to work a fully flexible or compressed work schedule 34%

Additional well-being benefits for me or my family 32%
HR is anticipating Ability to work from anywhere 30%
Gen Gen Gen Baby the highest Higher quality medical care and coverage 29%
Z Y X Boomers turnover in: Unlimited paid vacation/leave 27%
#1 Young talent Time during working hours for education/qualifications 26%
Working for a manager who truly inspires me 22%
#2 Professionals
An additional week of vacation 21%
#3 Digital talent Access to free financial planning and retirement advice 20%
Ability to accrue time for a sabbatical 18%
Time to contribute to bettering society 18%
© 2022 Mercer LLC, All Rights Reserved. Would not give up a pay increase for any of these 14% 10
Executives are concerned about remote working, but
employees see things differently

Executives are concerned Employees see things differently

75% Believe they have an apprenticeship culture where 74% Believe their organization will be more successful
people learn working side-by-side, not remotely with remote workers and/or hybrid working

78% Concerned about the ability of employees to build 80% Believe their team collaborates well
solid interpersonal relationships with while some people are on-site, and others are
colleagues/leadership remote

72% Are concerned with the potential deterioration of 63% Are concerned that they will become
culture disenfranchised from people and company culture

What’s worked well so far:

#1 Offering flexible work / collaboration training
#2 Offering tools / platforms to support emotional and mental well-being
#3 Creating a safe environment to share concerns

© 2022 Mercer
© 2022 Mercer LLC,
LLC,All
AllRights
RightsReserved.
Reserved. 11
11
 2022 Merit salary increase
Future outlook is more optimistic
10.0%

9.0%

8.0%

7.0%

6.0%

5.0%

4.0%

3.0%

2.0%

1.0%

0.0%
Czech United
Ireland Poland Romania Ukraine Denmark Italy Spain Netherlands Germany Finland France
Republic Kingdom
2019 3.0% 2.5% 3.5% 4.5% 10.4% 2.5% 2.5% 2.4% 2.7% 2.9% 2.9% 2.1% 2.4%
2020 3.2% 2.5% 3.5% 4.6% 10.0% 2.5% 2.5% 2.4% 2.7% 3.0% 2.9% 2.2% 2.4%
2021a 3.0% 2.5% 3.5% 4.5% 9.0% 2.4% 2.3% 2.2% 2.5% 2.6% 2.5% 2.0% 2.1%
2022f 3.0% 2.5% 3.5% 4.5% 9.0% 2.5% 2.4% 2.3% 2.7% 2.8% 2.8% 2.3% 2.4%
* Data shown is average merit increase excluding zeroes
Source: Mercer 2021 E2 SMS survey, 2021 Global Compensation Planning report; 12
Total Remuneration Survey
Total Remuneration Survey
Global overview

TRS is the key to designing

top industry competitive pay packages around
representation globally the world
by number of participating organizations (2021)
participating Jobs at all level Incumbents
organizations published around the world

3.0K 5.2K
countries where we collect
Retail & Wholesale High-Tech
and provide data

6.5K 5.9K 5.4K Total remuneration – the full picture

Annual Base Salary Total Direct Compensation
Manufacturing Consumer Goods Life Sciences
Total Guaranteed Cash Compensation Annual Total Cash Compensation

Total Remuneration

14
Total Remuneration Survey
What’s in the offer

Comprehensive job catalog Online access Full data package

Mercer Job Library is a globally consistent catalog for
Mercer's compensation and benefits surveys, providing
one catalog and job analysis approach for virtually
every existing job.
With the aggregated roll-ups, relationships between
jobs becomes clearer – with data that best reflects your
jobs and labor markets. From deeply specialized
industry roles to combinations of related jobs within the
broader talent pool.
The survey results are delivered through Mercer WIN® which
allows you to create custom statistics tailored to your needs,
based on peer groups, revenue size, total employees, and more.
Analyze data across markets simultaneously, create unlimited
peer groups, refine the market, compare your data vs. the
market, combine jobs, export to Excel, and much more! All of that
at no additional cost!
Mercer’s TRS offers full package including
policy and practice report - a summary of
organizations’ remuneration policies, salary
budget forecasts, compensation mix by
employee groups, short-term and long-term
incentive practices, as well as benefits.

Online data submission Predefined reports Market regression & actual

Mercer Data Connector moves the entire data
submission process online, which means it’s faster,
easier and more enjoyable for clients to participate in
our surveys. It is the first component of the Data-as-a-
Service portal that revolutionizes online data
acquisition.
For your ease of use Mercer has prepared a set of predefined
reports, with Policy and Practice reports including benefits
section, which you can directly download from Mercer WIN.
market data by job
Market analysis by Position Class (Mercer’s
International Position Evaluation (IPE)
methodology for job evaluation) for each of the
major components of total remuneration.
Market analysis by job including all
remuneration values, helping you determine
which jobs are more competitive within the
market.

Learning & information resources

Mercer Resources Center is the first-ever one-stop-shop providing Compensation and Rewards survey clients with a complete library of training and information resources. It is a
dedicated space with access to all resources needed for enrolment, survey participation, making an order, survey final results use, and more! Whatever the goal is – be it to
understand how to create a report in Mercer WIN, how to upload a file in Mercer Data Connector or learn why survey participation matters – Mercer Resource Center is tailored to
provide the knowledge you can rely on.

©2022 Mercer LLC. 15

What you receive with TRS
Full remuneration package
Base Salary
Annual
Base Salary
Monthly base salary:
The monthly base salary
excluding all allowances that
your incumbent receives from
your organization
Number of month paid:
The number of times the
incumbent receives a basic
monthly salary in a full year,
including fixed/guaranteed
bonus
Total Guaranteed
Cash Compensation
Annual
Fixed Allowance
Transportation allowance:
The monthly fixed allowance for
transportation
Position/Job based allowance:
The monthly fixed allowance
for holding a position
Meal allowance:
The monthly fixed allowance for
meals
Skill allowance:
The monthly fixed allowance for
a specific skill/license
Other monthly allowance:
Other monthly fixed allowance
not listed above
Total Cash Total Direct Total Remuneration
Compensation Compensation
Annual
Long-term Incentives Key Benefits
Variable Cash
• Shares/Stock • Pension Plan valuation
Variable bonus:
• Restricted Shares • Company Car valuation
All payments which were
associated with individual, team
• Shares/Stock Options • Health Insurance
and/or corporate performance
• Share Appreciation Rights • Private Medical
Sales incentive bonus:
All payments which were • Long Term Cash • Accidental Insurance
associated with sales
achievement • Life Insurance
• Personal Loan
Other bonus:
All payments which were • Additional Holidays
associated with other bonus
scheme
16
©2022 Mercer LLC.
2021 Total Remuneration Survey demographics
Romania

410 (+5%)
No. of organizations
110%
Survey sample increase in the last 4
years

1,648 (+18%)
No. of jobs
148,463 (+30%)
No. of incumbents
157 Mil
Participant organization average net
sales revenue (Ron)

146
Participant organization average FTE

772 (+7%) 665 (+12%)

No. of core jobs No. of combined jobs Other
Manufacturing
Is the best represented industry

17
 Mercer Data Connector: modernized data submission
Mercer survey cycle

Local Complete
Campaign data
Pre-survey launch
Start meeting submission
April 2022 online by
5 April 2022
May 2022

Access
survey
Post survey
results
results
on Mercer
meeting
WIN
August
August
2022
2022

Regular Mercer Data Connector & Mercer WIN webcasts available

©2022 Mercer LLC. 18

Romania salary increase & forecast by career level

Median salary increases and forecast by Career Stream, 2021 – 2022

(excluding “0”-s)
Salary Increase 2021 Salary Forecast 2022

6%

4%

2%

0%
Head of Organization Executives Management Professional Non-Sales Para-Professional

Source: 2021 Mercer Romania Total Remuneration Survey Policies and Practices
Romania salary movements forecast

LEGEND
2021 2022

6.00%

5.00% 5.00% 5.00% 5.00%

5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00%
4.60% 4.65% 4.75%
4.50%

* Median, excluding “0”-s 20

Source: Mercer’s 2021 Romania Total Remuneration Survey
Romania West Region

Real salary market movement

2020 vs. 2019: 6.0%
2021 vs. 2020: 8.0%

21
30.00% 2019 2020

25.00%

20.00%

15.00%

10.00% General Market

5.00%

0.00%
Consumer Goods High Tech Energy Other Manufacturing Other Non- Retail SSC/ BPO Transportation
Manufacturing *Retail – only Equipment
offices are included
in the analysis, no
stores

Source: Mercer’s 2020 & 2021 Romania Total Remuneration Survey

Base Salary + Tax Allowance by Industry
Romania

Life Sciences 30%

High Tech 17%

Other Non-Manufacturing 13%

SSC/ BPO 11%

Transportation 5%

Consumer Goods 4%

Other Manufacturing 1%

-1% Energy

-9% Logistics

-12% Retail

0 = General Market Source: Mercer’s 2021 Romania Total Remuneration Survey

23
Base Salary + Tax Allowance – by Job Family
Romania

IT 28%

Project Management 22%

Corporate Affairs 7%

Finance 7%

HR 5%

Engineering 5%

Sales & Marketing 2%

Quality 0%

-2% Legal, Compliance, Audit & Production

-6% Supply Chain

-7% Transportation Services

-8% Customer Service

-25 -15 -5 5 15 25 35
0 = General Market
Source: Mercer’s 2021 Romania Total Remuneration Survey
 500000

450000

400000

350000

300000
RON

250000

200000

150000

100000

50000

0
40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58
General market Consumer Goods Other Non-Manufacturing Retail West Region

Source: Mercer’s 2021 Romania Total Remuneration Survey

 600000

500000

400000
RON

300000

200000

100000

0
40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58
General Market Other Manufacturing Life Science High Tech Transportation Equipment

Source: Mercer’s 2021 Romania Total Remuneration Survey

Base Salary – Para-Professional, by Jobs
West Region

Cashier - Senior Manufacturing

Para-Professional General Logistics Repair & Maintenance
Production Workers - Electrical - Specialist
(S3) Specialist Para- Operations - Specialist
Para-Professional (S4) Para-Professional (S4)
Professional (S4)
61,800 RON
80,600 RON 83,394 RON
78,000 RON

58,000 RON 85,000 RON

Source: Mercer’s 2021 Romania Total Remuneration Survey

Base Salary – Professional, by Jobs
West & Timisoara

General Logistics
Operations - Quality Assurance Procurement -
Experienced Engineering - Senior Specialist Professional Accounting - Specialist
Professional (P2) Professional (P3) (P4) Professional (P4)

79,087 RON 124,650 RON 156,299 RON 175,500 RON

78,000 RON 200,000 RON

Source: Mercer’s 2021 Romania Total Remuneration Survey

Base Salary – Middle Management, by Jobs
West & Timisoara

Manufacturing &
Production Operations
Management - Manager General Finance
General Project General Human
(M3) Management -
Management - Manager Resources - Manager Senior Manager
(M3) (M3) (M4)
259,200 RON
202,605 RON 260,422 RON 448,870 RON

180,000 RON 450,000 RON

Source: Mercer’s 2021 Romania Total Remuneration Survey

Compensation & Benefits Trends 2022 – West Region
What percent has your organization forecast for salary increase 2022?

* based on all responses, including zeros.

9.25%
Median overall salary
25ᵗʰ 75ᵗʰ No. of
Overall Increase
Percentile
Median Mean
Percentile Responses increase forecast
Overall Increase 6.63 % 9.25 % 8.95 % 10.00 % 26
Merit Increase 2.06 % 4.00 % 4.60 % 6.00 % 25
Inflation Increase 0.00 % 3.00 % 3.52 % 6.50 % 25

25ᵗʰ 75ᵗʰ No. of

Merit Increase Median Mean
Percentile Percentile Responses
Executive Increase 3.00 % 5.00 % 5.65 % 10.00 % 25
Middle Management 3.00 % 5.00 % 6.04 % 9.60 % 25
Professional 3.00 % 5.00 % 6.12 % 9.57 % 25
Workers / Administrative Roles 4.00 % 5.00 % 6.97 % 10.00 % 25

25ᵗʰ 75ᵗʰ No. of

Inflation Increase Median Mean
Percentile Percentile Responses
Executive Increase 2.50 % 5.00 % 4.74 % 7.00 % 17
Middle Management 3.00 % 5.00 % 4.91 % 7.50 % 17
Professional 3.00 % 5.00 % 4.91 % 7.50 % 17
Workers / Administrative Roles 3.00 % 5.00 % 5.11 % 7.50 % 17

Source: Mercer’s March 2022 Romania HR Spot Survey

Allowances

and are
the most prevalent ones in Romania.

Average amount of allowances (in RON)

1,800 1637
1,600
1,400
1,200
1,000
800
600 530
386
400
176 158
200
0
Christmas Allowance Easter Allowance Transportation Allowance Children Allowance Mother's Day Allowance

Source: Mercer’s 2021 Romania Total Remuneration Survey

31
Language Allowance

of companies provide
language allowance as a fixed
amount in addition of Base
Salary, while include it in
the Base Salary.
The rest of offer it as a
percentage of Base Salary. • Slovak
• Danish
• Dutch
• Polish
of companies
• Swedish
implemented a different policy
for Language Allowance,
depending on employee
location (Bucharest and the
rest of country).

Source: Mercer’s 2021 Romania Total Remuneration Survey

Short-term incentives

2019 - 2021 variable bonus/ short-term

incentives target as a % of base salary (MEDIAN) 91% of participating organizations provide
short-term incentive to their employees

2019 TRS 2020 TRS 2021 TRS

50%

40%

30%

20%

10%

0%
Head of Organization Executives Management Professional Sales Professional Non-Sales Para-Professional – Para-Professional –
“White Collar” “Blue Collar”
Source: Mercer’s 2021 Romania Total Remuneration Survey
33
Sales incentives (including Commissions)

Current target sales incentive as % of annual

base salary (Median) 63% of participating organizations provide sales
incentive to their employees

35% 2019 2020 2021

30%

25%

20%

15%

10%

5%

0%
Head of Sales Regional Manager Account Manager Senior Sales Representative Sales Representative Sales Trainee

Source: Mercer’s 2021 Romania Total Remuneration Survey

34
Long-term incentives

Types of long-term incentives

operated by organizations 29% of participating organizations operate
long-term incentives plan

Restricted Share/ Share Units 48%

Performance Shares/ Share Units 39%

Stock/ Share Option 27%

Long-term Cash 25%

Share Appreciation Rights (SARs) 3%

Performance Cash Units 3%

Source: Mercer’s 2021 Romania Total Remuneration Survey

35
Average number of holidays
Transportation
Equipment Logistics
Energy
25 days 22 days
28 days Consumer Goods SSC/ BPO Life Sciences
24 days 22 days 25 days

High Tech Other Manufacturing Agriculture Retail

25 days 25 days 24 days 22 days

Source: 2021 Romania Mercer Total Remuneration Survey 36

Comp & Ben Trends West Region 2022
Does your organization have a flexible benefits 38% of the West
budget or do you plan to implement one? Region companies
already has or intends to
implement a flexible
benefits package

38% No, we don`t have one &

we are not planning to
implement one

62% Yes, we have a flexible

benefits budget or we
plan to implement a
flexible benefits budget

Source: Mercer’s March 2022 Romania HR Spot Survey 37

Return to Work West Region 2022
What did your organization implement/plan regarding
46% companies decide
the “Return to Work" policy after the COVID-19 that their employees
outbreak? choose between work-
from-home & work-from-
office
23%
31% 2 -4 Days/week work-from-office
& the rest work-from-home

Flexibility for employees to

choose between work-from-home
& work-from-office
Other arrangement

46%

Source: Mercer’s March 2022 Romania HR Spot Survey 38

What organizations implement due to
the remote work model and in terms of Work from
benefits?
home policy
0%
Implement the WFH allowance of 400 lei tax free as per the fiscal
legislation or any other financial support

15%
Increase meal
ticket value The average value / meal ticket is 18.3 (RON)

69% Maximum value per meal ticket = 20 (RON)

92%
Implement a hybrid work model, with at least 20% of the time
working – from – home

Source: Mercer’s March 2022 Romania HR Spot Survey

How are companies adapting benefits to support a more
remote workforce?

38.3% 31.9% 31.0% 20.8% 13.6%

Enhanced mental Enhanced digital Adapting physical Do not plan to Adapting onsite
health benefits communication of wellness programs to adapt any benefits services (i.e., flu
benefit programs support remote shot clinics, wellness
workers screenings, etc.)

13.0% 12.6% 10.9% 5.4% 21.0% 1.7%

Updated leave policies
(e.g., annual leave, sick
leave, dependent or
family care)
N=1,213
New benefits for remote Expansion of onsite Reduction of onsite Unsure/don’t know Other
workers in lieu of onsite amenities and perks amenities and perks
amenities (i.e., gym to attract employees
memberships) to the office

Source 2021 Flexible Working Policies & Practices | International Edition

TRS Survey Methodology
Mercer Job Library
Available across 1,200+ surveys globally

State of the art job content

Comprehensive job descriptions and job coding

Consistent data collection

Simple data submission, global IPE consistency

Intuitive results analysis

Intuitive results analysis in Mercer WIN®

Improved client experience

More data available with the roll-up functionality

©2022 Mercer LLC. 43

Mercer Job Library
Smart Job coding

SMP . 04 . 065 . P20

Family Sub-family Career Career

Specialization
(3-DIGIT ALPHA) (2-DIGIT)
(3-DIGIT ALPHA) stream level
(1-DIGIT ALPHA) (2-DIGIT)
Sales, Marketing & Product Product Marketing &
Social Media Marketing
Management Management Professional - P Experienced - 20

Family Sub-family Specialization Organization level

Summarizes Jobs with Summarizes Jobs within a Summarizes tasks/type of Represents a specific type of work at a
distinct-yet-related disciplines Family that have a distinct work performed, specific Career Level.
or departments. branch or discipline of regardless of Clients match to “Jobs” during the data
knowledge. organization level. submission process.

©2022 Mercer LLC. 44

Mercer Job Library
Job is a combination of nature and hierarchy of work

SMP.04.065.P20
Job Social Media Marketing – Experienced Professional (P2)

Description:
Social Media Marketing is focused on building a social media site presence to

= increase product/brand awareness, drive traffic to product/brand social media

pages, and encourage potential customers to join product/brand social networks
including:
•Conducting market research to identify the social media sites and promotional
What do you need to
tactics of most interest to target customers
•Developing and implementing social media promotions, contests, know?
informational/entertaining content, etc. to encourage potential customers to join
Nature of work product/brand social networks and share content with others
•Developing and updating social media page content (e.g., blogs, e-books,
games, videos, product reviews, training/reference materials, technical white
papers, webinars, etc.) •Monitoring product/brand social networks, responding
to questions, and collecting feedback on current and potential future products

+ An Experienced Professional (P2) applies practical knowledge of job area

typically obtained through advanced education and work experience.
Responsibilities typically include:
How do you apply your
• Works independently with general supervision. knowledge?
• Problems faced are difficult but typically not complex.
Hierarchy of work • May influence others within the job area through explanation of facts, policies
and practices

©2022 Mercer LLC. 45

Surveys underpinned by Mercer IPE methodology

• Mercer’s proprietary global point factor position evaluation

methodology
• Consistently evaluates jobs focusing on five factors with twelve
dimensions
• Evaluation results in an assigned “Position Class” which allows
for easy ranking of jobs and alignment with Mercer survey data
• Job matching is combined with IPE to provide flexibility in
delivering actual market data and market regression data for
non-benchmark jobs

Impact Communication Innovation Knowledge Risk

©2022 Mercer LLC. 46

Mercer Data Connector
Mercer Data Connector
www.mercerdataconnector.com

Save time
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Register securely Upload data Match jobs Submit data

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Add users Monitor status Correct issues

Unlimited # of users Real-time visibility to In real-time
with role-based work in progress
security

*Based on 2,400+ participating companies with avg 1k+ employee population.

©2022 Mercer LLC. 48

Employee Data Coming in 2022
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