International Position Evaluation Mercer.

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International Position
Evaluation (IPE)
Bringing structure to an evolving world

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Challenges | Solution | Benefits

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 The world of work is constantly changing.
Organizations have to balance market
expectations, set business objectives, and
manage a labor force that is in transition.

While this isn’t anything new, the pace at

which organizations need to adjust and
respond has increased tremendously.

To be a market leader, organizations need to

be agile yet maintain internal order.

Top HR challenges:

In some cases, we are working to

leverage a diverse set of resources and
a multi-generational workforce
workforce.
 We have scarce talent pools for
certain jobs, ongoing competition
from emerging markets, and a growing
global talent pool.

Companies are integrating

technology and automating
processes which is changing how we
work.

There is a continued interest in

harnessing the power of data to
facilitate decision making.

There are new employee models

being introduced in the market and
current employees are seeking more
flexibility in how work is performed.

As a result of these influences, key trends

emerge:
 Changes to how jobs
are structured

A growing desire
for flexibility

Flexible work arrangements

are growing in popularity

Employees are seeking more visible

career opportunities

Introducing Mercer IPE

International Position
Mercer IPE (International
Evaluation
Evaluation) is a proprietary global job
evaluation methodology based on a series of
business-related factors and dimensions that
represent core job attributes. Application of the
IPE methodology provides an organizing
framework based on a job's value within
the context of an organization and the wider
commercial environment. IPE implementation
follows a simple process focusing on
organization structure
structure, the complexities of
the business, and the alignment of jobs to
the business.

IPE evaluation factors

The Mercer IPE evaluation factors reflect

current thinking on how many successful
companies view and value jobs. Consistent
application of these factors during the
evaluation process can enhance business
understanding, support the assessment of
relationships between jobs and job families,
and fairly align your jobs between levels,
 among business segments, and across borders.
The five factors are:

Mercer IPE's organization

sizing approach helps
differentiate segments of your
business based on three
components: headcount,
economic volume and
complexity delivered through a
value chain assessment.
Organization sizing plays a key
role in quantifying the level of
impact and contribution a job
has on your organization's
success.

Why is Mercer IPE quick to learn and

easy to implement?

Mercer IPE is supported by a leading online

tool, which facilitates all IPE related activities -
organization sizing, job evaluation, and
outcomes such as reporting and tracking. The
tool comes pre-loaded with Mercer standard
reference evaluations and provides dedicated
space to capture job information and attach
relevant documents.

With the elPE tool, Mercer provides:

24-hour, secured access to evaluations

globally
Automated evaluation approval process
Multi-lingual support documentation

Local consultant support

Complimentary help desk support
New software releases driven by user
feedback

What is unique about Mercer IPE?

Mercer IPE provides a consistent

methodology for evaluating your
organization's jobs anywhere in the world.
When hiring and moving talent is critical to
your business realizing its growth potential,
Mercer IPE is the answer. Ultimately, job
definition and evaluation using Mercer IPE will
allow your organization to establish a market
leading framework that reduces costs,
manages risk and facilitates talent movement.

Mercer IPE provides the foundation for

 consistent and informed HR and business
decisions
decisions. It enables rapid blueprinting of
new and evolving roles in ways that manage
cost and risk. Mercer IPE helps develop a
defined job architecture and internal job
hierarchy that can be the basis for a broad
range of talent applications including:

Rewards
Global Organization Pay equity
Leveling Design

Mobility
Talent Career Workforce
Development Planning Planning
and
Analytics
Benefits of implementing IPE

Talent management and reward programs

supported through consistent and reliable
classification of jobs
Flexibility and talent mobility
facilitated across the organization
HR spend maximized through better
alignment of jobs and people to
bands/ranges
Use of HRIS optimized through consistent
job definition and use of data elements
Organization reporting and analytics
capability enhanced
Management decision making
facilitated with respect to resource
utilization and rewards

 Speak with a Mercer

Representative to learn more
about IPE
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