Salary Guide 2012

MEASURES OF WORTH
The 2012 Hays Compensation, Benets, Recruitment and Retention Guide
WELCOME
CONTENTS
As an organisation which operates across different industry sectors, we are able to see the spectrum of opinions and ideas represented by our clients. In the construction industry for example, 54 per cent of employers plan on adding to their headcount this year, as opposed to 30 per cent in accounting and nance. Furthermore, we can see that despite foreign pressures on our economy, 80 per cent of Canadian companies believe the economy will continue to show signs of strength and/or not recede in 2012. While doom and gloom has been the theme over the last few years, it would also appear that if Canadas economy does decline due to international forces, we will still be in a much better position than we were in 36 months ago and that our own domestic condence can mitigate new fears.
Welcome Employment market overview Salaries Accounting & Finance Construction Property & Facilities Human Resources Information Technology Office Support Procurement Resources & Mining Life Sciences Manufacturing & Logistics About us
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Rowan OGrady President Hays Canada
2 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide
2012 Hays Compensation, Benets, Recruitment and Retention Guide | 1
EMPLOYMENT MARKET OVERVIEW

Key highlights from our survey
39% 82% 81% 45%
of companies are planning on increasing staff levels this year of new roles will be full time of companies believe the economy will continue to strengthen/not recede of employers will increase salaries by more than 3%
Despite the threat of a global double dip recession, the recruitment picture looks promising in 2012 as 39 per cent of companies are planning on hiring this year. According to data collected from over 1,300 Canadian companies, an estimated 82 per cent of positions being recruited for will be for full time roles. 32 per cent of companies who are actively recruiting in 2012 plan on doing so in Q1 of this year while 21 per cent will recruit in the second half of the year; waiting perhaps on economic stability or anticipated business growth later in the year. Throughout Canada, 55 per cent of all wage increases will see a rise of 1-3 per cent in 2012 marking a virtual carbon copy of the trend in 2011. 40 per cent will see their stock rise by 3 to 6 per cent and a fortunate 4 per cent will see their salaries rise by 6-10 per cent. 2012 will also see a shift towards more non-traditional benets as more and more employers will offer ex time, time off in lieu, the ability to work from home and dened career paths in order to attract and retain the best talent.
Although 40 per cent of companies expected business activity to decline in 2011, only 13 per cent of employers have reported an actual decline in business performance. While most indicators point towards moderate but continued prosperity in Canada, international economic pressures will continue to affect consumer spending and general condence in the economy. While our day to day interactions with clients, candidates and consultants leads us to believe that a large percentage of new hires will be due to organic business growth and a continued strengthening economy, we also believe that this year will be a year of wait and see as all eyes are on the economic fragility in foreign markets and their relative impact in Canada.
CANADIAN COMPANIES ARE HIRING
On average in your last review, what percentage did you increase salaries by in your department?
Total Market
4 2
40
54
Less than 3% From 3% to 6% From 6% to 10% Greater than 10%
Accounting & Finance
Office Support
1
Information Technology
6 2
49 42 43
49
50 42
Procurement
0 3
Human Resources
1 4
43 54
41 54
Despite the threat of a global double dip recession, the recruitment picture looks promising in 2012 as 40 per cent of companies are planning on hiring this year
4 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide 2012 Hays Compensation, Benets, Recruitment and Retention Guide | 5
When you next review, what percentage do you expect to increase salaries by in your department?
Total Market
Over the last 12 months, have permanent staff levels in your organisation
Total Market
1 4 33 40 55 47
Less than 3% From 3% to 6% From 6% to 10% Greater than 10%

20
Increased Decreased Remained the same
Office Support
1
Construction
Property
Life Sciences
6 2
6 2
19 42 39 52 29 16 20
41
40
52
36 57
40
52
42
Procurement
Human Resources
Manufacturing/Logistics
Resources & Mining
4 2
32
27
30
37 57 41 54
57 16
62
In 2012, do you expect staff levels in your organisation to
Has business activity in the last 12 months
Total Market
Total Market
30 39 50
57
Increase
11
13
Increased Decreased Remained the same
Decrease Remain the same
Construction
Property
Life Sciences
Construction
Property
Life Sciences
25 37 54 55 34 15 74 21 9 11 11 54 61 5 15 34
22
63
Resources & Mining
Resources & Mining
19 29 36 38 53 54 11 19 8 78 52 3
Do you see the general outlook for the economy in the next 12 months as
Total Market
A competitive benets package will aid in the attraction of the best candidates and in the retention of top employees
Whether an employer wants to foster a healthy workforce, ensure employees retire comfortably or to improve morale, a competitive benets package will aid in the attraction of the best candidates and in the retention of top employees. In Canada, despite recent economic concerns, 11 per cent of employers will be increasing their offered benets this year. In many of these cases, new benets will be offered to hourly, contract and casual full time workers and will often include extended health, critical illness and dental coverage. Across Canada there has been a six point increase (82 to 88 per cent) in the number of employers offering extended health benets to employees. In Vancouver, 96 per cent of employers will offer extended health benets, marking a 4 point increase since 2011. In Toronto, where commuters face the longest average commute in Canada (return trip of 79 minutes), the ability to work from home and exible work hours rank higher in importance than in the rest of the country and are more commonly offered. In 2012, there has been a denite shift in the number of employees looking for paid overtime or time off in lieu; possibly to make up for the increased workload which many employees faced throughout the last recession.
19 30
Strengthening
51
Static Weakening
Construction
Property
Life Sciences
12 23 31 36
18 30
52 46 52
Resources & Mining
Benets offered to employees

20 33 30 32
Ranked according to their importance to recruitment and retention.

BENEFITS Individual performance related bonuses More than 10 days vacation (for new hires) RANKING 1 2 3 4 5 6 7 8 9 10 PROVIDED (PER CENT) 62.3 57.9 57.4 18.7 67.7 56.9 48.8 44.7 37.2 37.5
47 38
Employer RRSP matching Financial / Share incentives Training and/or certification support Flexible working hours Time off in lieu Ability to work from home Paid overtime Company car/allowance
SALARIES THE STARTING POINT ON WHICH TO BUILD
The following pages provide a listing of the typical base wages for commonly lled roles for professional and skilled staff in Accounting & Finance, Construction, Property & Facilities, HR, IT, Office Support, Life Sciences, Manufacturing & Logistics, Procurement and Mining. We generally provide a range for each role. For ranges, the rst gure indicates the minimum and the second the maximum salary level typically paid in each city or region. Where only one gure is reported, it represents the minimum wage for more senior positions that can have a very wide range and no clearly dened upper limit. Salaries are expressed in Canadian dollars (thousands, annual gross) and do not reect any benet packages, stock options, bonuses or any other arrangements between employers and candidates. While every care is taken in the collection and compilation of data, this report is interpretive and indicative, not conclusive. This information should be used as a guideline only.
Example table
JOB TITLE Audit Senior Manager Audit Manager Audit Senior Audit Staff Accountant Tax Senior CALGARY 90-110 80-100 80-90 60-65 70-80 GTA 75-90 65-80 55-70 55-65 70-85 MONTRAL 75-90 65-80 55-70 60-65 70-80 OTTAWA 70-80 70-75 55-70 50-55 60-70 VANCOUVER 70-80 60-70 60-70 50-55 55-65
ACCOUNTING & FINANCE
Of all positions lled in Canada in 2012, 79 per cent will be for full time positions
Market Summary
In 2012 the accounting and nance sector will continue to see many companies relling roles which were shed during the recession. Following a year where economic condence preceded warnings of a double dip recession in the second half of the year, the Canadian economy has continued to show moderate signs of growth since 2011 and accounting & nance staff have enjoyed a more positive employment market than during the previous three years. In Q1 of 2012, 59 per cent of British Columbia (B.C) based accounting and nance employers reported an improvement in business performance in the last 12 months, buoyed largely by the demand for natural resources and a red hot real estate market. In Toronto, which is enjoying an active real estate and construction market in early 2012, 30 per cent of companies expect their staff levels to rise this year, marking a 3 point increase since Q1 of 2011. Of all accounting and nance positions lled in Canada in 2012, 79 per cent will be for full time positions and only 9 per cent will be for part time roles. Across Canada, it appears that essential roles will continue to be lled in the rst half of 2012, although most will be lled in the second half of the year as companies wait and see what effect the global economic concerns have on the Canadian economy.
Skills in Demand
While the Canadian accounting and nance job market did improve in 2011, business performance in the National Capital region and Montreal lagged behind the rest of the country and in early 2012, hiring in these regions remained well behind pre-recession levels. In Ottawa, demand for accounts payable and taxation roles have been and will continue to be in highest demand in 2012, although this growth may be shadowed by potential job losses or hiring freezes in the high tech, Not for Prot (NFP) and Government sectors. In Western Canada the real estate, construction and mining sectors will continue to create a demand for accounting and nance roles primarily in Vancouver and the lower mainland. Currently, B.C is experiencing an inux of foreign investment as companies look at Canada as one of the safest economies in which to invest. This investment, along with a booming real estate market, strong performance in the mining sector and companies seeking expansion (primarily in construction) will create demand for accounting and nance roles from support staff to C suite executives. In the Greater Toronto Area (GTA), home to many corporate head offices, reporting professionals with IFRS knowledge will be in highest demand as public companies are obligated to make the transition from GAAP to IFRS in 2012.
In Alberta, which added 55,000 new jobs in the second half of 2011, employers have continued to invest in young talent in 2012 creating opportunities in the 20-24 age bracket. Competition for available jobs remains high across Canada as the candidate pool now includes people who have stayed in the security of having a job during the recession and are now looking for career advancements or lateral moves. As such, employers are being very selective in nding suitable candidates. In addition to strong technical skills, more employers are demanding excellent interpersonal skills, previous industry knowledge and in some cases are trading up by replacing a weaker existing employee with a stronger new hire.
While most salaries will remain static or grow by less than 3 per cent, senior roles in public companies may see their bonuses return in 2012 as these were among the rst monetary rewards to be eliminated during the recession. In 2012, less than 50 per cent of employers list salary levels as being a barrier in attracting top talent and in fact 68 per cent name lack of career progression as their biggest challenge in retaining top talent. To combat this and to ensure top talent remains within the company, employers will have to create more dynamic and challenging roles for top quality staff which will keep staff interested and invigorated. Following years of increased workloads in the absence of signicant raises, many employers are offering improved non-nancial benets in order to attract and retain staff. Among the most common non-nancial benets on offer are: 82 per cent of employers will offer extended health benets 69 per cent of employers will offer exible work hours 64 per cent of employers will offer more than 10 days vacation to new hires 62 per cent of employers will permit staff to work from home

Public Practice | Small
JOB TITLE Audit Senior Manager Audit Manager Audit Senior Audit Staff Accountant Tax Senior Manager Tax Manager Tax Senior GTA 80-90 65-80 55-70 55-65 100-110 90-100 65-80 MONTRAL 70-80 65-75 55-70 50-55 80-100 75-95 60-75 VANCOUVER 70-80 60-70 60-70 50-55 80-95 80-100 55-65 OTTAWA 70-80 65-75 55-70 50-55 80-100 75-95 60-75 CALGARY 85-95 70-85 60-75 50-60 90-110 85-105 65-75
Public Practice | Medium

Compensation
Accounting and nance salaries have remained largely unchanged for 2012, marking the third year of little to no movement in excess of the annual ination rate. In addition to a lack of competition for skilled candidates, stagnated accounting and nance salaries have also been affected by wage and hiring freezes. In 2012, over 50 per cent of all raises will see a less than 3 per cent increase and 40 per cent will increase by 3-6 per cent. Spurred by strong construction and real estate sectors, over 8 per cent of raises awarded to accounting and nance staff in Toronto and Vancouver will be in excess of 6 per cent.
Public Practice | Big Four

(Figures are expressed in thousand Canadian dollars and as annual gross salaries)
PRIVATE ENTERPRISE
Private Enterprise | Revenues up to $100 million
JOB TITLE Chief Financial Officer Vice President, Finance Director of Finance Controller Assistant Controller / Accounts Manager Senior Accountant Treasury Manager Treasurer Director of Tax Tax Manager Tax Analyst Audit Manager Internal Auditor Manager, Financial Reporting Manager, Financial Planning/Analysis Senior Financial Analyst Financial Analyst GTA 110-200+ 110-180 95-115 80-95 65-75 60-70 90-100 60-75 90-105 75-90 70-85 70-85 55-70 75-90 90-110 65-85 50-65 MONTRAL 110-200+ 110-180 85-100 70-85 60-75 50-65 80-90 55-70 85-95 70-80 60-80 60-75 55-65 70-85 70-85 65-80 55-70 VANCOUVER 110-200+ 110-180 95-115 75-100 60-80 50-65 85-90 60-80 90-115 75-90 70-85 70-85 55-70 75-90 90-110 75-85 60-75 OTTAWA 110-200+ 110-180 85-100 70-85 60-75 50-65 80-90 55-70 85-95 70-80 60-80 60-75 55-65 70-85 70-85 65-80 55-70 CALGARY 110-200+ 110-180 95-115 75-105 60-75 50-65 75-95 60-75 90-115 75-90 65-80 65-80 50-65 85-100 90-110 65-85 50-65

Private Enterprise | Revenues from $100 to $250 million
PUBLICLY TRADED
Private Enterprise | Revenues of $250 million and higher

Publicly Traded | Revenues of $500 million and higher
JOB TITLE Chief Financial Officer Vice President, Finance Director of Finance Controller Assistant Controller / Accounts Manager Senior Accountant Treasury Manager Treasurer Director of Tax Tax Manager Tax Analyst Audit Manager Internal Auditor Manager, Financial Reporting Manager, Financial Planning/Analysis Senior Financial Analyst Financial Analyst GTA 300+ 180-250+ 140-180 125-160 85-110 70-90 110-140 90-110 130-180 100-130 80-100 95-115 75-90+ 100-130 100-130 80-95 70-90 MONTRAL 250+ 200+ 130-175 120-150 75-90 60-80 105-135 85-115 125-170 85-120 75-95 80-95 70-90 85-105 85-105 80-90 75-85 VANCOUVER 300+ 170-230 145-190 140-170 90-120 75-95 110-145 100-125 130-180 95-125+ 80-100 95-115 75-95 100-130 100-130 85-105 75-95 OTTAWA 250+ 170-230 130-175 120-150 75-90 60-80 105-135 85-115 125-170 85-120 85-100 80-95 70-90 85-105 85-105 80-90 75-85 CALGARY 300+ 130-190 135-180 120-160 95-125 75-100 120-140 85-115 130-170 100-140 85-105 105-120 80-105 110-140 105-135 80-100 70-95
SUPPORT STAFF
Support Staff | Experience of up to 2 years in the industry
JOB TITLE Accounts Payable Manager Accounts Payable Supervisor Accounts Payable Clerk Accounts Receivable Manager Accounts Receivable Supervisor Accounts Receivable Clerk Senior Accountant Intermediate Accountant Junior Accountant Senior Property Accountant Property Accountant Payroll Manager Payroll Clerk GTA 50-60 40-48 35-40 50-60 50-55 35-40 50-55 40-43 30-35 40-47 38-45 50-55 33-37 MONTRAL 45-55 40-45 30-35 40-45 45-50 30-35 40-45 40-48 30-35 50-55 45-55 45-50 35-40 VANCOUVER 50-53 45-48 33-38 50-55 50-55 33-38 48-53 40-43 33-36 43-48 40-45 58-65 35-43 OTTAWA 45-55 40-45 30-35 40-45 50-55 30-35 40-45 40-48 30-35 50-55 45-55 45-50 35-40 CALGARY 45-65 40-50 30-40 40-55 52-57 30-40 55-65 40-50 30-40 45-50 40-45 55-65 35-45

Support Staff | Experience of between 2 and 5 years in the industry

Support Staff | Experience of more than 5 years in the industry
CONSTRUCTION
In Q4 of 2011, Toronto had 132 high rise buildings under construction. More than New York, Chicago and Boston combined
Market Summary
Following a year of strong performance in 2011, the Canadian construction sector is in growth mode in early 2012 as employers continue hiring for roles which were lost during the recession and for those which have been created through genuine business growth. The high rise residential boom in the Greater Toronto Area (GTA) has continued to outweigh a rapidly declining low rise housing market. In the GTA, the high rise residential boom combined with a strong commercial real estate market will see close to 60 per cent of construction companies adding to their headcount in 2012, of which 80 per cent will be for full time roles.
investment will continue to bolster the construction sector, creating jobs across a range of disciplines. Engineering rms are in project mode and RFPs have been converted into active projects. For the rst time in 36 months, consultancies are actively recruiting qualied candidates in preparation for continued business growth. Despite global economic concerns, there is a feeling that the Canadian economy will continue to perform well. As such, while there is an element of wait and see, companies are certainly hiring again.
Compensation and Benets

Seeing as 88 per cent of companies reported that a lack of skilled/qualied staff is their biggest challenge in attracting staff, it is fair to assume that we will see salaries rise this year. Assuming that the demand for candidates and performance in the industry continues, salaries may actually reach pre-recession levels by Q2 of the year when many projects ramp up again following the winter.
As competition for staff increases, employers will have to look beyond nancial incentives to attract the best talent. The smart employer will realise that career growth or inclusion in high prole/challenging projects will go much further in attracting talent than a pay packet alone. In Ottawa for example, close to 60 per cent of employers indicated that a dened career path plays the largest role in attracting and retaining top talent. This may force SMEs to think creatively as they may not be able to carve out dened career paths due to limited opportunities being available. In these situations, involvement in high prole or interesting projects may prove important in attracting or retaining staff. During the recession, when salaries for new hires were declining, many employers depended on non-monetary rewards and recognition to appease staff. In 2012, as the industry continues to improve we will see the return of the performance based bonus on offer as well as other non-monetary incentives. Employers who offer non-traditional
benets such as gym memberships, ex time and the ability to work from home may have the best success in attracting younger staff who recognize the value of these benets. In 2012, 45 per cent of all raises will be between 3-6 per cent. While this number sounds promising the greatest increases may be reserved for unionised and public sector companies.
Skills in Demand
In Vancouver, the demand for commercial as well as low and high rise residential property could lead to a shortage of skilled staff in almost all disciplines and competition between Developers and General Contractors for available staff. In Calgary, where three key infrastructure projects will total over $1B, federal, provincial and municipal infrastructure
Construction
General Construction | Up to 5 years in the industry
JOB TITLE Project Manager Vice President Construction Project Coordinator Chief Estimator Estimator Superintendent Assistant Superintendent/ Foreman CALGARY 75-100 90-110 50-70 85-110 50-80 70-100 50-80 GTA 60-75 100-110 35-45 90-110 50-70 65-85 45-60 MONTRAL 65-85 90-110 40-50 70-90 60-75 65-85 50-70 OTTAWA 70-75 90-100 50-55 80-90 60-70 70-80 60-70 VANCOUVER 70-90 100-110 45-75 90-120 40-85 75-90 55-70
Construction
Road Building & Heavy Construction | Up to 5 years in the industry
General Construction | Between 5 to 10 years in the industry

Road Building & Heavy Construction | Between 5 to 10 years in the industry

General Construction | More than 10 years in the industry

Road Building & Heavy Construction | More than 10 years in the industry
Construction
Mechanical & Electrical Contracting | Up to 5 years in the industry
Construction
Civil & Structural | Up to 5 years in the industry
JOB TITLE CAD Technician/ Technologist Geotechnical/ Geoscientist Infrastructure Engineer Structural Engineer Traffic & Transportation Engineer Environmental Engineer/ Scientist Civil Engineer CALGARY 45-50 40-45 50-65 50-65 50-60 40-55 50-60 GTA 40-50 45-55 50-65 50-65 50-60 40-55 50-60 MONTRAL 45-50 45-55 50-65 50-60 50-60 40-55 50-60 OTTAWA 40-50 45-55 50-65 50-65 50-60 40-55 50-60 VANCOUVER 30-40 40-60 40-60 40-60 40-60 40-60 40-60
Mechanical & Electrical Contracting | Between 5 to 10 years in the industry

Civil & Structural | Between 5 to 10 years in the industry

Mechanical & Electrical Contracting | More than 10 years in the industry

Civil & Structural | More than 10 years in the industry

Architecture
Architecture & Interior Design | Up to 5 years in the industry
JOB TITLE Architects Technologists CAD Technician Job Captains Project Manager Interior Designer CALGARY 45-60 35-45 35-45 40-45 70-75 30-45 GTA 50-75 38-45 55-65 40-45 70-75 45-50 MONTRAL 35-40 30-35 35-45 60-65 70-75 45-50 OTTAWA 50-75 38-45 55-65 40-45 70-75 40-50 VANCOUVER 40-60 30-40 30-40 40-45 70-75 25-45
Consulting Engineering
Mechanical Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Mechanical Project Engineer Mechanical Project Manager Mechanical Engineer Mechanical Designer Mechanical CAD Designer VANCOUVER 60-80 40-60 40-50 50-70 50-70 45-65 Mechanical CAD Drafter CALGARY 100-110 90-100 70-80 70-75 70-80 60-80 50-60 50-60 50-60 GTA 100-120 90-110 80-100 60-75 55-75 50-60 45-60 45-60 40-50 MONTRAL 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 OTTAWA 100-120 90-110 80-100 60-75 55-75 50-60 45-60 45-60 40-50 VANCOUVER 100-120 90-110 80-100 70-75 70-80 60-80 50-60 50-60 50-60
Architecture & Interior Design | Between 5 to 10 years in the industry

JOB TITLE Architects Technologists CAD Technician Job Captains Project Manager Interior Designer CALGARY 60-80 40-60 40-50 55-75 60-80 40-65 GTA 70-90 40-60 65-70 45-55 75-85 50-65 MONTRAL 45-65 35-50 45-50 65-70 75-85 50-65 OTTAWA 70-90 40-60 65-70 45-55 75-85 50-60
Mechanical Engineering | Between 5 to 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Mechanical Project Engineer Mechanical Project Manager CALGARY 110-130 100-110 75-90 75-95 75-95 70-90 60-80 60-70 60-70 GTA 115-130 100-120 90-110 65-85 65-85 55-75 55-65 55-65 45-60 MONTRAL 110-120 100-110 95-100 80-90 80-90 60-80 60-80 50-60 50-60 OTTAWA 120-130 100-120 90-100 65-85 65-85 55-65 55-65 55-65 45-60 VANCOUVER 110-130 100-110 75-90 75-95 75-95 70-90 60-80 60-70 60-70
Architecture & Interior Design | More than 10 years in the industry

JOB TITLE Architects Technologists CAD Technician Job Captains Project Manager Interior Designer CALGARY 80-110 60-85 50-70 70-90 70-100 65-85 GTA 90-120 50-65 70-75 55-80 85-140 65-100 MONTRAL 85-140 50-65 50-55 70-75 85-140 65-100 OTTAWA 90-110 50-65 70-75 55-75 85-120 60-80 VANCOUVER 80-100 60-80 50-70 70-90 70-90 65-85
Mechanical Engineer Mechanical Designer Mechanical CAD Designer Mechanical CAD Drafter
Mechanical Engineering | More than 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Mechanical Project Engineer Mechanical Project Manager Mechanical Engineer Mechanical Designer Mechanical CAD Designer Mechanical CAD Drafter CALGARY 130-150 110-130 90-110 95-105 90-100 90-100 80-90 75-80 70-90 GTA 120-140 120-140 100-120 80-110 80-110 60-95 75-85 60-75 50-65 MONTRAL 120-140 110-130 100-120 90-100 90-100 80-90 80-90 60-70 60-70 OTTAWA 120-130 120-130 100-110 80-110 80-110 60-85 65-80 60-75 60-65 VANCOUVER 130-140 110-120 90-100 95-105 95-105 90-100 80-90 70-80 70-80
Electrical Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Electrical Project Engineer Electrical Project Manager Electrical Engineer Electrical Designer Electrical CAD Designer Electrical CAD Drafter CALGARY 100-120 90-110 80-100 70-75 70-80 60-80 50-60 50-60 45-50 GTA 100-120 90-110 80-100 60-75 55-75 50-60 45-60 45-60 40-50 MONTRAL 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 OTTAWA 100-110 100-110 80-100 60-75 55-75 50-60 45-60 45-60 40-50 VANCOUVER 100-120 90-110 80-100 70-75 70-80
Civil Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Civil Project Engineer Civil Project Manager Civil Engineer 60-80 50-60 50-60 45-50 Civil Designer Civil CAD Designer Civil CAD Drafter CALGARY 100-115 90-100 85-95 50-60 50-65 50-60 45-55 40-50 40-50 GTA 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 MONTRAL 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 OTTAWA 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 VANCOUVER 100-115 90-100 85-95 50-60 50-65 50-60 45-55 40-50 40-50
Electrical Engineering | Between 5 to 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Electrical Project Engineer Electrical Project Manager Electrical Engineer Electrical Designer Electrical CAD Designer Electrical CAD Drafter CALGARY 110-130 100-120 75-90 75-95 75-95 70-90 60-80 60-70 50-60 GTA 115-130 100-120 90-110 65-85 65-85 55-75 55-65 55-65 45-60 MONTRAL 110-120 100-110 95-100 80-90 80-90 60-80 60-80 50-60 50-60 OTTAWA 110-120 110-120 90-110 75-85 75-85 60-75 55-65 55-65 45-60 VANCOUVER 110-130 100-120 75-90 75-95 75-95 70-90 60-80 60-70 50-60
Civil Engineering | Between 5 to 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Civil Project Engineer Civil Project Manager Civil Engineer Civil Designer Civil CAD Designer Civil CAD Drafter CALGARY 120-130 110-120 100-110 60-90 65-95 60-85 55-70 50-70 50-70 GTA 110-120 100-110 95-100 80-90 80-90 60-80 60-80 50-60 50-60 MONTRAL 110-120 100-110 95-100 80-90 80-90 60-80 60-80 50-60 50-60 OTTAWA 110-120 100-110 95-100 80-90 80-90 60-80 60-80 50-60 50-60 VANCOUVER 120-130 110-120 110-120 60-90 65-95 60-85 55-70 50-70 50-70
Civil Engineering | More than 10 years in the industry Electrical Engineering | More than 10 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Electrical Project Engineer Electrical Project Manager Electrical Engineer Electrical Designer Electrical CAD Designer Electrical CAD Drafter CALGARY 130-140 120-130 90-110 95-115 95-115 90-100 80-100 70-90 65-85 GTA 120-140 120-140 100-100 80-110 80-110 60-95 60-80 60-75 50-65 MONTRAL 120-140 110-130 100-120 90-100 90-100 80-90 80-90 60-70 60-70 OTTAWA 120-140 120-140 100-120 80-100 80-100 75-85 60-80 65-80 65-75 VANCOUVER 130-150 120-140 90-110 95-115 95-115 90-110 80-100 70-90 65-85 (Figures are expressed in thousand Canadian dollars and as annual gross salaries) JOB TITLE Principal Partner Associate Partner Associate Civil Project Engineer Civil Project Manager Civil Engineer Civil Designer Civil CAD Designer Civil CAD Drafter CALGARY 145-165 130-150 120-140 90-120 100-120 85-95 70-90 70-80 70-80 GTA 120-140 110-130 100-110 90-110 90-100 80-100 80-90 60-70 60-70 MONTRAL 120-140 110-130 100-110 90-100 90-100 80-90 80-90 60-70 60-70 OTTAWA 110-120 110-120 100-110 90-110 90-100 80-100 80-90 60-70 60-70 VANCOUVER 145-165 130-150 120-140 90-120 100-120 85-95 70-90 70-80 70-80
Structural Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Structural Project Engineer Structural Project Manager Structural Engineer Structural Designer Structural CAD Designer Structural CAD Drafter CALGARY 100-115 90-100 85-95 55-65 55-65 50-60 50-55 40-55 40-45 GTA 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 MONTRAL 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 OTTAWA 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 VANCOUVER 100-115 90-100 85-95 55-65 55-65 50-60 50-55 40-55 40-45
Environmental Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Environmental Project Engineer Environmental Project Manager Environmental Engineer Environmental Designer Environmental CAD Designer Environmental CAD Drafter CALGARY 100-115 90-100 85-95 55-65 55-65 50-60 50-55 40-55 40-45 GTA 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 MONTRAL 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 OTTAWA 100-110 90-100 85-95 70-80 70-80 50-60 50-60 40-50 40-50 VANCOUVER 100-115 90-100 85-95 55-65 55-65 50-60 50-55 40-55 40-45
Structural Engineering | Between 5 to 10 years in the industry

Environmental Engineering | Between 5 to 10 years in the industry

Structural Engineering | More than 10 years in the industry

Environmental Engineering | More than 10 years in the industry

PROPERTY & FACILITIES
Throughout 2011, the industry has transformed from an employers market to a job seekers market; a trend which will continue throughout 2012
Market Summary
Despite the volatility of the global stock market and the uncertainty surrounding the worlds economy, the Canadian property and facilities sector is fairing well in early 2012. Employers across the country are demonstrating their condence in the recovering economy by loosening recruitment budgets and hiring staff. Over a third of employers are looking to add to their existing headcount this year and close to 60 per cent of employers expect business activity to continue improving in 2012. Another indicator of industry condence is that of all positions hired for in 2012, 81 per cent will be full time positions, 11 per cent will be part time and 7 per cent will see employers using temporary contractors.
Because the strong construction sector continues to develop new properties, Building Operators and Property Managers will continue to be sought after as the number of new buildings increases and existing stock remains largely constant. In 2012, individuals with experience in downtown AAA properties will be in high demand, but quite simply, as long as there are buildings, Operators and Managers will be needed regardless of economic pressures. New Canadians lacking relevant domestic experience have found it difficult to nd suitable work in the industry. Despite sufficient technical skills, new Canadians are often over looked as their communication skills are sometimes perceived to be lacking. In Ottawa and Montreal specically, bilingualism is a denite asset and people with the ability to speak in both of Canadas national languages will be in demand across all job roles in this sector. Assuming the economy continues to show moderate signs of growth this year, Lease Administrators may also see their
Skills in Demand
Despite economic concerns, the property and facilities sector will see several positions in highest demand in 2012. As building owners strive to control costs through building automation, personnel with formal education and relevant experience will continue to be in highest demand.
stock rise as these roles require a high level of competency and skilled Lease Administrators are in short supply.

Throughout 2011 the industry has transformed from an employers market to a job seekers market; a trend which will continue throughout 2012. In essence, there is a smaller pool of talented workers being sought after by an ever growing number of employers. As such, 85 per cent of employers list availability of suitable/skilled candidates as their biggest challenge in their recruitment processes as opposed to only 30 per cent which list salary levels. The Canadian property and facilities sector is a multi-generational one, made up of personnel ranging from Gen X to retirement age. This mixed demographic will force employers to tailor their recruitment strategies according to their targeted candidate. Among the younger generation, non-traditional benets continue to weigh heavily on the decision making process where ex-time, a dened career plan, the ability to work from home and more than three weeks vacation to start are among the most desired. This trend is in stark contrast to older job seekers who often look for the security of pension plans, top up on paternal leave, RRSP matching and nancial bonuses.
In 2011, 35 per cent of employers were willing to offer raises in excess of 3 per cent. Due to increased demand for suitable staff, this number is expected to jump 9 points this year as 44 per cent of employers plan on offering raises in excess of 3 per cent or the traditional cost of living increase. In 2012, employers will need to ensure that they are up to date with market trends in terms of salaries and benets and must be willing to make adjustments and be exible if necessary. In a competitive market such as this, recognising that the need to increase their positioning by understanding what competitors are offering will be a denite advantage.
Property
Property Management | Up to 5 years in the industry
JOB TITLE VP, Property, Operations, Asset Management Director of Property Management, Real Estate Manager Asset Manager Senior Property Manager Property Manager Junior Property Manager Residential Property Manager - Condominium Residential Property Manager - Rental CALGARY 110-135 GTA 125-145 MONTRAL 90-100 OTTAWA 90-100 VANCOUVER 90-120
90-100 75-85 70-80 55-65 50-60 40-45 40-45
100-120 80-89 70-85 55-69 42-48 50-60 50-60
90-100 60-70 70-80 50-60 45-50 40-50 40-45
90-100 60-70 70-80 50-60 45-50 40-50 40-45
90-100 75-85 80-90 50-60 45-55 40-45 50-60
Property Management | Between 5 to 10 years in the industry

JOB TITLE VP, Property, Operations, Asset Management Director of Property Management, Real Estate Manager Asset Manager Senior Property Manager Property Manager Junior Property Manager Residential Property Manager - Condominium Residential Property Manager - Rental CALGARY 130-150 GTA 130-150 MONTRAL 100-120 OTTAWA 100-120 VANCOUVER 110-130
100-120 80-95 80-90 65-75 55-75 45-50 45-50
110-130 90-99 80-95 70-85 45-50 60-64 60-70
100-120 70-80 80-85 55-65 50-55 50-60 45-50
100-120 70-80 80-85 55-65 50-55 50-60 45-50
100-120 85-95 90-100 60-70 55-70 45-50 60-70
Property
Property Management | More than 10 years in the industry
JOB TITLE VP, Property, Operations, Asset Management Director of Property Management, Real Estate Manager Asset Manager Senior Property Manager Property Manager Junior Property Manager Residential Property Manager - Condominium Residential Property Manager - Rental CALGARY 140-165 GTA 140-180 MONTRAL 120-150+ OTTAWA 120-150+ VANCOUVER 125-150
Property
Operations and Maintenance | Up to 5 years in the industry
JOB TITLE Director of Operations Chief Engineer / Operations Manager 110-140 90-120 90-120 75-85 60-90 50-65 60-70 125-140 100-120 90-110 80-94 60-70 65-74 65-80 120-150+ 80-90+ 85+ 70-85 70-75 60+ 50-60+ 120-150+ 80-90+ 85+ 70-85 70-85 60+ 50-60+ 110-140 90-120 100-120 70-85 70-75 50-65 Assistant Operations Manager / Assistant Chief Engineer Junior Building Operator Building Operator Maintenance Worker 55-60 50-55 55-60 40-45 50-59 33-39 35-40 30-38 50-60 35-40 40-42 35-40 50-60 35-40 40-42 35-40 55-60 40-55 50-60 40-45 CALGARY 70-85 65-75 GTA 90-100 50-69 MONTRAL 70-80 60-65 OTTAWA 70-80 60-65 VANCOUVER 70-85 65-75
Operations and Maintenance | Between 5 to 10 years in the industry

60-70 JOB TITLE Director of Operations CALGARY 85-100 70-95 GTA 90-100 70-80 MONTRAL 80-90 65-70 OTTAWA 80-90 65-70 VANCOUVER 85-100 70-85
Property
Leasing Positions | Up to 5 years in the industry
JOB TITLE Leasing Manager/ Representative Leasing Assistant CALGARY 50-60 40-45 GTA 55-70 38-45 MONTRAL 50-60 35-40 OTTAWA 50-60 35-40 VANCOUVER 55-65 40-45
Chief Engineer / Operations Manager Assistant Operations Manager / Assistant Chief Engineer Junior Building Operator Building Operator Maintenance Worker
60-70 55-60 60-65 45-50
60-64 40-49 40-49 40-44
60-70 40-45 40-45 40-45
60-70 40-45 40-45 40-45
60-70 50-60 60-65 45-50
Leasing Positions | Between 5 to 10 years in the industry

Operations and Maintenance | More than 10 years in the industry

JOB TITLE Director of Operations Chief Engineer / Operations Manager Assistant Operations Manager / Assistant Chief Engineer Junior Building Operator Building Operator Maintenance Worker CALGARY 90-115 90-110 GTA 100-120 80-95 MONTRAL 90-100+ 70-80+ OTTAWA 90-100+ 70-80+ VANCOUVER 90-115 85-110
Leasing Positions | More than 10 years in the industry

70-80 65-70 65-70 50-65
65-74 40-49 50-55 45-50
70-75+ 45-50 45-50 45-50
70-75+ 45-50 45-50 45-50
65-80 55-65 65-70 50-65
Property
Facilities Management | Up to 5 years in the industry
JOB TITLE Facilities Manager Facilities Coordinator CALGARY 55-65 50-55 GTA 55-59 40-48 MONTRAL 55-60 35-40 OTTAWA 55-60 35-40 VANCOUVER 55-65 40-45
Facilities Management | Between 5 to 10 years in the industry

JOB TITLE Facilities Manager Facilities Coordinator CALGARY 65-80 55-65 GTA 60-64 48-54 MONTRAL 60-65 40-50 OTTAWA 60-65 40-50 VANCOUVER 65-80 45-60
Facilities Management | More than 10 years in the industry

JOB TITLE Facilities Manager Facilities Coordinator CALGARY 80-100 65-70 GTA 65-80 55-59 MONTRAL 70-110 45-65 OTTAWA 70-75 50+ VANCOUVER 80-100 60-70
Property
Supporting Staff | Up to 5 years in the industry
JOB TITLE Property Management/ Lease Administrator Tenant Services Representative CALGARY 60-70 40-50 GTA 40-45 35-45 MONTRAL 40-42 40-42 OTTAWA 40-42 40-42 VANCOUVER 40-50 40-45
Supporting Staff | Between 5 to 10 years in the industry

JOB TITLE Property Management/ Lease Administrator Tenant Services Representative CALGARY 70-80 50-60 GTA 45-60 45-55 MONTRAL 45-50 45-50 OTTAWA 45-50 45-50 VANCOUVER 50-60 45-50
Supporting Staff | More than 10 years in the industry

JOB TITLE Property Management/ Lease Administrator Tenant Services Representative CALGARY 80-90 60-65 GTA 55-65 55-65 MONTRAL 40-65 40-60 OTTAWA 50+ 50+ VANCOUVER 60-65 50-55
HUMAN RESOURCES
40 per cent of HR departments will see headcount increase this year, marking a 7 point increase on hiring activity in 2011
Market Summary
In 2012, the HR landscape looks set to continue improving post recession and should mark the best year of growth in over 36 months. Hiring activity has reached pre-recession levels this year and companies are relling roles which were cut during the recession. 40 per cent of HR departments will see headcount increase this year, marking a 7 point increase on hiring activity in 2011. Across Canada, 60 per cent of companies reported an increase in business in 2011 and over 80 per cent feel the economy will continue to be stable this year. 21 per cent of people recruiting for HR roles feel that foreign pressures will affect their recruitment activities this year and list foreign ownership of their companies as having the biggest effect. Understandably, foreign owned companies are facing economic uncertainty in their domestic market and may be apprehensive in adding to their headcount in Canada regardless of business performance.
Perhaps the biggest threat to HR employment this year is the potential for people to react to foreign economic concerns before measuring their relative effect on Canada. Will companies extend their hiring freezes due to foreign concerns or loosen budgets and continue adding to staff levels? In Q1 of 2012, employers certainly seem to be hiring again.
Skills in Demand
Throughout the recession, HR staff were often reluctant to move jobs and opted for the security of having a job rather than advancing their career or moving to more satisfying work environments. In 2012, new opportunities will be presented as previously shelved HR programs will re-commence and HR practitioners will start making strategic career moves which they may have put off over the last couple of years.
Although 78 per cent of employers list the availability of skilled/suitable candidates as their biggest threat in attracting talent, the shortage of available staff may motivate employers to recruit to stock pile skilled staff to directly replace a less skilled or underperforming employee. While candidates with HRIS, specialist compensation and training skills will remain in high demand throughout the year, those with relevant experience in succession planning will be in highest demand this year. The increase in opportunities for HR staff in 2012 will lead to challenges in retaining key staff and an increase in the need for succession planning.
increase in nancial benets including prot sharing plans, performance bonuses and pension plans and/or RRSP matching. In as much as added benets will certainly be welcome, the fact remains that many HR staff have received minimal, if any, increases in base salary in the last 36 months. Moving forward, base salaries will play a major role in attracting and retaining the best staff as over 50 per cent of people recruiting for HR roles indicate salary levels as their biggest challenge in staff attraction and retention. In the high performing Oil & Gas and Resources & Mining sectors, there is a lack of experienced and available talent. As a result, HR staff in these industries often receive higher salaries and more comprehensive benets than many of their HR counterparts in different sectors.
Compensation
In 2012, all indicators point towards improving wages for HR professionals as even cost of living increases will mark an improvement over years past; in fact 40 per cent of raises will be between 3-6 per cent. In addition to wages, more employees will see an
Human Resources
Generalist | Up to 5 years in the industry
JOB TITLE Director Manager Generalist Coordinator Administrator/Assistant GTA 90-110 70-80 55-65 35-50 35-45 OTTAWA 80-100 65-75 45-60 40-45 35-40 VANCOUVER 80-90 65-85 45-60 40-50 35-40
Human Resources
Learning & Development | Up to 5 years in the industry
JOB TITLE Trainer Coordinator GTA 55-65 50-55 OTTAWA 45-55 40-45 VANCOUVER 50-60 40-50
Learning & Development | Between 5 to 10 years in the industry

JOB TITLE Manager GTA 80-90 60-70 55-65 OTTAWA 70-80 55-65 45-55 VANCOUVER 70-80 60-70 45-55
Generalist | Between 5 to 10 years in the industry

JOB TITLE VP Director Manager Generalist Coordinator Administrator/Assistant GTA 120-150 110-130 80-90 65-75 45-55 40-50 OTTAWA 100-130 100-110 75-90 55-65 45-50 40-45 VANCOUVER 110-140 90-110 80-95 55-70 45-55 40-45
Trainer Coordinator
Learning & Development | More than 10 years in the industry

JOB TITLE Manager Trainer GTA 90-110 65-75 OTTAWA 80-90 65-75 VANCOUVER 80-90 65-75
Human Resources
Recruitment | Up to 5 years in the industry
JOB TITLE Manager Specialist Administrator GTA 80-90 60-65 45-55 OTTAWA 65-75 50-60 40-45 VANCOUVER 70-80 55-65 45-55
Generalist | More than 10 years in the industry

JOB TITLE VP Director Manager Generalist Coordinator GTA 150-200 120-150 90-110 70-80 50-60 OTTAWA 130-160 110-130 85-100 65-75 50-60 VANCOUVER 130-170 110-140 85-120 70-90 50-60
Recruitment | Between 5 to 10 years in the industry

JOB TITLE GTA 90-110 65-75 55-65 OTTAWA 75-90 60-70 45-55 VANCOUVER 80-100 60-80 50-60 Manager Specialist Administrator
Recruitment | More than 10 years in the industry

JOB TITLE Manager Specialist GTA 110-130 75-85 OTTAWA 90-100 70-75 VANCOUVER 100-120 70-90
Human Resources
Compensation & Benets | Up to 5 years in the industry
JOB TITLE Manager Analyst/Specialist Administrator Coordinator GTA 90-110 70-80 70-75 OTTAWA 65-75 50-60 50-60 VANCOUVER 80-90 50-60 55-65
Compensation & Benets | Between 5 to 10 years in the industry

JOB TITLE VP/Director Manager Analyst/Specialist Administrator Coordinator GTA 120-130 100-120 75-90 80-85 OTTAWA 90-110 75-85 60-70 60-70 VANCOUVER 110-120 90-100 70-85 65-80
Compensation & Benets | More than 10 years in the industry

JOB TITLE VP/Director Manager Analyst/Specialist Administrator Coordinator GTA 130-150 110-130 80-100 80-85 OTTAWA 110-130 85-95 70-80 70-80 VANCOUVER 120-140 100-120 80-90 75-90
Human Resources
HRIS | Up to 5 years in the industry
HRIS | Between 5 to 10 years in the industry

HRIS | More than 10 years in the industry

JOB TITLE Manager Specialist GTA 80-100 70-80 OTTAWA 75-90 55-65 VANCOUVER 75+ 55-70
INFORMATION TECHNOLOGY
The Canadian IT marketplace is poised for continued growth with 67 per cent of organisations expecting business activity to increase this year
Market Summary
In order to keep up with growing business demands, 43 per cent of surveyed organisations expect to be increasing their IT headcount this year. Due to the global economic downturn suffered over the last few years, most organisations were forced to supplement their IT workforce with part-time employees, temporary workers or by engaging consultants for long term contracts. With the Canadian economy now heading towards pre-recession stability, 80 per cent of employers are hoping to increase their full-time permanent staff this year. 37 per cent of those hiring are planning to increase their contractors while 9 per cent of organisations are going to be growing their IT departments by hiring offshore. A new emerging trend in the industry is the idea of near-shoring; both within Canada, as well as South of the border. Because of economic challenges facing the United States, many Canadian companies are looking to take advantage of an available skilled candidate pool, strong Canadian dollar and historically low real estate costs by moving their data centers or entire IT departments to the US.
Traffic congestion and increased cost of living in major Canadian cities has local employers looking to suburbs in order to save money and attract workers who are frustrated with growing costs and time associated with the daily commute.
over 10 per cent of the Canadian IT labour force with thousands more skilled IT workers struggling to nd work due to a lack of the perceived mandatory, Canadian Experience. Organisations giving these newer Canadians an opportunity are already seeing the benets of a highly productive, highly skilled, diverse workforce. Currently, only 28 per cent of IT workers are female and employers, educational institutions, and government bodies alike are working to increase these numbers in the next 5 years. Specic areas of need in 2012 are ERP, CRM, BI, and the ever growing popularity of Green IT solutions. Following the .com bust earlier in the decade, many students shied away from pursuing IT as a career. This lack of new blood entering the market has now lead to a shortage of candidates in the 5+ and 10+ years of years of experience and created a signicant gap in the Mid to Senior Management levels. In the areas of Deskside and Network Technicians there are more candidates than available positions in 2012. With these being traditionally entry-level roles, the surplus of candidates indicates that more candidates are entering the market and the quantity of skilled and experienced staff will increase in the coming years.
increasingly competitive and employers are not only adapting their offers but their overall corporate culture in order to secure talent. Rate increases and salary raises will inevitably be a common discussion during performance reviews. In 2012, 50 per cent of companies surveyed will be increasing their salaries by 3 per cent or more. With the demands of new hires growing alongside the condence of the global economy, managers will be left with the decision of providing their current staff with their requested increases, or letting these individuals move on to these perceived greener pastures. The question which all hiring managers will be asking themselves is whether or not the salary demands of the talent required to replace these individuals actually result in the human capital savings that they are after. With the cost of recruitment, on-boarding and training included, most organisations are leaning towards a No. Another popular trend among employers is boosting the attractiveness of an organisations culture and workplace environment. With Google attracting some of the top IT talent around the globe, many organisations are taking note and attempting to mirror their culture by moving towards more progressive, new-age work spaces. Flexible hours, casual dress codes and the ability to work from home are being cited by candidates as a few of their most important characteristics when deciding between competing offers.
Skills in Demand
Of all hiring managers surveyed, the biggest staffing hurdle in 2012 is the lack of skilled candidates available; both internally and externally. These thoughts will most likely be echoed throughout the decade as Canada heads deeper and deeper into a critical shortage of skilled ICT workers. Over the next 5 years Canada must ll 106,000 ICT jobs with 50,000 of those vacancies expected to come from Ontario. 32 per cent of employers are already considering and exploring the option of international sponsorship as a means to supplement their growing technology needs. Other employers are looking to attract talent already on Canadian soil, but in groups that are traditionally underrepresented in Canadian IT departments. Landed immigrants and non-permanent residents are currently accounting for
Compensation
Due to the skill-shortage which employers are currently experiencing, many organisations are re-evaluating their means of talent attraction and talent retention. The marketplace is becoming
2012 Salaries
JOB TITLE CTO / CIO Vice President Director Division Manager Enterprise Architect NOC Manager Help Desk Manager Infrastructure Manager Application Development Manager QA Manager Program Manager Project Manager Business Analyst Project Coordinator Technical Writer IT Audit Database Administrator Data Modeler Information Architect Graphic Designer Application Developer Application Architect Mainframe Developer Java/J2EE Developer .Net Developer LAMP Developer ECM Developer Tester / Quality Assurance Systems Specialist Virtualization JR. MAX 150 130 120 110 110 90 70 90 90 70 90 70 70 55 50 60 60 55 70 45 45 75 50 50 55 55 75 45 75 INT. MAX 190 150 135 130 130 110 90 110 110 90 110 90 90 65 60 75 80 70 90 55 60 90 65 70 75 70 90 60 90 SR. MAX 220+ 170+ 170+ 150+ 150+ 130+ 110+ 130+ 130+ 110+ 130+ 130+ 110+ 75+ 70+ 110+ 110+ 85+ 110+ 65+ 80+ 110+ 80+ 90+ 100+ 95+ 120+ 70+ 110+ JOB TITLE Systems Administrator - Windows Systems Administrator - UNIX/AIX Systems Administrator - Citrix Network Architect Network Security Specialist Network Voice Specialist Network Support Specialist Desk-side Support Technician Help Desk Representative SAP Security SAP.FI SAP.SCM SAP.NW SAP.HR Oracle. CRM Oracle. Financial Oracle. HR Oracle Developer Oracle Database Peoplesoft.CRM Peoplesoft.Financials Peoplesoft.HR Peoplesoft.Developer JDE. Financials JDE. HR JDE. Manufacturing JDE. Developer JR. MAX 60 65 60 75 60 55 50 40 35 70 75 75 80 80 70 75 60 60 60 75 70 70 75 70 70 70 75 INT. MAX 80 85 75 90 70 65 65 55 45 90 95 95 95 100 90 90 75 75 75 95 90 90 90 90 90 90 90 SR. MAX 110+ 110+ 110+ 110+ 100+ 90+ 90+ 70+ 55+ 120+ 120+ 120+ 120+ 125+ 110+ 110+ 90+ 100+ 100+ 115+ 115+ 115+ 120+ 115+ 115+ 115+ 120+
(Figures are expressed in thousand Canadian dollars and as annual gross salaries. All IT gures represent national average)
The hiring landscape for office support staff continues to improve in 2012 as companies continue to rell roles which were cut during the recession
Market Summary
The market for office support (OS) staff continues to improve after considerable gains in 2011, when 69 per cent of employers reported an increase in business activity, marking a 5 point increase from 2010. The positive growth means many businesses will increase hiring efforts and 42 per cent of employers plan to add to their OS headcount, marking an 11 point increase from 2011. Recent strong performance in the nancial services sector has bolstered much of the hiring in Ontario, while the real estate and mining sectors have created the greatest demand for support staff in Vancouver and Western Canada. However, until OS headcount reaches pre-recession levels, employees should expect to play several roles within an organisation, especially in SMEs which may not have the resources to invest in new staff right away. This is especially true for receptionists who inherited the additional responsibilities of executive
assistants that were eliminated as a result of hiring freezes and budget cuts during the recession.
Skills in Demand
While the OS market will pick up in 2012, candidates can expect challenges from the new normal of this years labour market. There will be intense competition for available jobs and employers will be more selective when recruiting. In addition to a polished appearance and professional demeanour, employers are looking for advanced technical skills, relevant industry experience, and language skills bilingual candidates who can speak French and/or Spanish will be the most sought after. Additionally, there is no longer a dened job description. Candidates will have to be more uid and move easily between different tasks. Employers will include intangibles in evaluating candidates and place value on employees with a team player mentality who can get the job done.
OFFICE SUPPORT

In a labour market that favours employers, employees can expect salaries to remain stagnant this year. 57 per cent of employers will raise salaries by less than 3 per cent. This will place added pressure on OS candidates to punch above their weight and gain additional technical skills without the promise of commensurate wages. In lieu of salary increases, 93 per cent of OS staff will receive extended health benets this year, proving to be the most common benet on offer by far. For roles requiring specic skills according to sector, experienced OS staff may see their salaries sit above the national average as employers will pay a premium for relevant experience.
Office Support
2012 Salaries | Up to 2 years in the industry
JOB TITLE Administrative Assistant Bilingual CSR Client Services Representative Customer Service Manager Customer Service Representative Data Entry Clerk Executive Assistant Front Desk Coordinator General Office Clerk Inside Sales Representative Legal Assistant Legal Secretary Mail Room Clerk Marketing Assistant Office Manager Order Desk Project Coordinator Receptionist Records Control Clerk Sales Assistant Senior Administrative Assistant Senior Executive Assistant Switchboard Operator Typist GTA 32-37 30-35 28-32 48-60 28-32 27-30 42-48 30-35 28-32 27-30 30-40 35-45 28-32 30-35 35-38 28-32 35-45 28-33 28-32 32-37 45-55 55-70 28-33 27-30 OTTAWA 30-35 30-35 28-33 40-45 28-33 25-28 40-45 25-30 25-30 30-35 35-40 30-35 22-24 30-35 40-50 25-28 40-45 25-30 28-32 28-32 40-45 45-55 25-30 25-30 VANCOUVER 30-40 35-40 30-40 50-60 30-35 28-33 50-55 30-35 30-35 30-35 40-45 38-45 28-32 30-35 50-60 28-33 40-50 30-35 30-36 28-35 42-50 55-65 30-32 28-33
Office Support
2012 Salaries | Between 2 to 5 years in the industry
Office Support
2012 Salaries | More than 5 years in the industry
As organisations look to improve their spend management program in 2012, the need to hire more strategic procurement professionals will increase
Market Summary
If there was one positive which came from the last recession, a new understanding of the procurement function among Canadian employers is it. Rarely viewed as a cost saving function before the recession, recent corporate belt tightening has led companies to re-evaluate their processes and ultimately recognize the procurement function as one which plays a massive role in the corporate cost management strategy. Although procurement continues to be a stable environment to be working in, only 33 per cent of companies plan on adding to their procurement headcount in 2012; marking a 22 point decrease from the year previous. While this number may sound ominous, employment levels among procurement staff have reached pre-recession levels in 2012 and the need for additional staff has diminished somewhat.
Skills in Demand
As organisations look to improve their spend management program this year, the need to hire more strategic procurement professionals will increase. As such, senior level appointments will increase as these roles have the ability to affect change in the procurement function. Additionally, these senior roles will oversee the teams which must be able to identify and manage that spend. As more companies start realising the nancial benets of strategic procurement practices, the need for experienced strategic thinkers will increase; especially as there has been increased focus on building stronger partnerships with vendors (i.e. identifying which vendors are crucial to the business and working to leverage that partnership further). Across specic industries, procurement professionals with IT sourcing skills will continue to be in high demand. These roles have been in high demand over the last 18 months and candidates are now in short supply.
PROCUREMENT
In the Oil and Gas sector, procurement staff with relevant experience will be in especially high demand as this sector continues to grow throughout the year. This will also be the case in the construction sector, primarily in British Columbias lower mainland and Southern Ontario. Across Canada, 87 per cent of employers name a shortage of skilled staff as their biggest recruitment challenge. To combat this, employers must look at new ways in which to nd and source new staff. Online resources such as LinkedIn and Facebook now represent legitimate avenues for not only nding new staff, but opening a two way dialogue with them. Even tools like job boards are being relied on less and less each year as innovative recruiters understand that the best people may not be actively looking for work and in some cases employers must bring the opportunity to their ideal candidate.

Across Canada, 37 per cent of raises will be in excess of 3 per cent this year while over 50 per cent will be 3 per cent or less. It is yet to be seen whether small increases in salary will be enough to retain the best talent this year as 60 per cent of procurement departments rate salary levels as their biggest challenge in retaining their best talent. Due to the continued high performance of the oil and gas, construction, and mining sectors, many EPC roles will demand the highest wages as these roles are not only in high demand, but candidates with the right experience are in short supply. Perhaps in lieu of signicant salary increases, procurement staff receive some of the most comprehensive benets packages in comparison to most sectors, positions and industries. In 2012: 86 per cent of employers offer extended health benets 75 per cent of employers offer training support 70 per cent of employers offer performance related bonuses 69 per cent of employers offer pension/RRSP contribution matching 64 per cent of employers offer more than 10 days vacation for new hires
Procurement
2012 Salaries | GTA
JOB TITLE Purchasing Admin Purchasing Analyst Senior Purchasing Analyst Purchasing Officer Purchasing Manager Contracts Specialist Contracts Manager Senior Contracts Manager Strategic Sourcing Manager Category Manager Vendor Manager Procurement Manager Senior Procurement Manager Director, Procurement VP Procurement Head of Proc/CPO LESS THAN 5 YEARS 45-50 45-55 60-80 55-65 75-90 55-65 65-75 80-95 80-90 75-90 75-85 75-90 95-105 100-110 115-130 130-160 5-10 YEARS 50-55 55-65 80-90 60-70 90-105 65-75 75-85 95-110 90-100 90-100 85-100 90-105 105-115 110-130 130-160 160-200 MORE THAN 10 YEARS 55-60 65-80 90-110 70-80 105-115 75-85 85-95 110-140 100-110 105-115 100-110 105-115 115-130 130-160 160-200 200+
Procurement
2012 Salaries | Vancouver
Procurement
2012 Salaries | Ottawa
RESOURCES & MINING
Natural resources are expected to lead the Canadian economy into 2012 with strong commodity prices for gold, silver, and oil
Market Summary
The mining industry continues to be one of the leading bright spots in the Canadian economy. Natural resources are expected to lead the Canadian economy in 2012 with strong commodity prices for gold, silver and oil driving this optimism. The buoyant rst six months of 2011 highlighted by high commodity prices, more liquidity in the markets and near record-breaking attendance at the PDAC conference in March were tempered somewhat in the second half of the year. Headlines were dominated by the U.S. debate over the debt ceiling in August and the looming economic crisis in the Eurozone through November and December. Despite this, condence in the resources sector has remained high. Discerning resources Executives have certainly been keeping a close eye on the global economy but have maintained a keen focus on the progression and
development of key projects, whilst ramping up production levels at existing operations. This sentiment has been reected in business activity and hiring trends within the industry. Of all respondents to our survey, over 78 per cent said that business activity had increased in 2011 with only 28 per cent of organisations basing any recruitment decisions on economic uncertainty around the world. From a recruitment perspective, 62 per cent said that permanent staffing levels had increased in their organisation in 2011 with 54 per cent indicating that they expect this to continue in 2012. With 86 per cent of companies highlighting a major skills shortage within the market, effective retention strategies are critical. Interestingly, 52 per cent of respondents reported their biggest challenge in this area as having a lack of dened career progression for their employees, whilst 42 per cent highlighted salary levels as the major issue.
With skills shortages clearly a major issue within Canadas mining industry, more than 60 per cent of employers are now prepared to look internationally for qualied candidates; a trend that was far less prevalent in recent years.
Skills in Demand
Technically, the biggest demands have been experienced within production Geology and Mining Engineering in all commodities. This has largely been driven by high demand for natural resources in China and other parts of South East Asia that has driven up production levels and hence staffing requirements. A continued increase in mineral exploration has placed huge demands on the volumes of available exploration geologists which has been exacerbated by a lengthening exploration season. At a trades level, Heavy Duty Mechanics have been in shortest supply with many employers looking to supplement their local workforce with international hires.
Booming resources markets around the world are also having a huge impact on the Canadian sector. The most notable of these is Australia, where many companies have been running worldwide recruitment campaigns to supplement a growing shortfall of both technically and trade qualied personnel. Hiring managers can expect upwards pressure on salaries from candidates, especially those with in demand skills and for ex-pat roles. However in considering recruitment strategies, employers should also be looking closely at retention and putting together innovative benets packages that help to offer a work/life balance and that are career focused. Things to consider are differing FIFO rosters, the provision of relocation/housing allowances, annual leave allowances, subsidized training/ education and ensuring that employees have a dened and clear career path.
Resources & Mining

2012 Salaries Head Office Positions
JOB TITLE President/CEO COO CFO Sr. Investor Relations VP Exploration Controller Assistant Controller Senior Tax Sr. Human Resources Senior IT Corporate Secretary NATIONAL 180-400+ 185-350+ 125-225+ 90-150+ 130-220+ 90-150+ 70-110+ 100-140+ 90-150+ 100-140+ 90-175+
Mining Engineering
JOB TITLE General Manager Mine Manager Manager-Technical Services Superintendent Engineering Manager Chief Engineer Senior Mine Engineer Mine Engineer Mine Technician NATIONAL 165-250+ 145-170+ 130-140+ 125-135+ 135-145+ 100-125+ 85-105+ 70-90+ 55-65+
Metallurgy / Processing
JOB TITLE Mill Manager Chief/Managing Metallurgist Mill Superintendent Senior Process Engineer Process Engineer Senior Metallurgist Metallurgist NATIONAL 140-160+ 120-150+ 100-115+ 95-110+ 90-100+ 105-115+ 80-95+
Resources & Mining 2012 Salaries

Mobile Plant Maintenance & Production
JOB TITLE Maintenance Manager Maintenance Superintendent Maintenance Planner Maintenance Foreperson Pit or U/G Superintendent Pit or U/G Foreperson Metallurgist NATIONAL 130-160+ 140-160+ 85-105+ 85-100+ 95-115+ 85-100+ 80-95+
Fixed Plant Maintenance & Production

JOB TITLE Production Superintendent Production Foreperson Maintenance Manager Maintenance Superintendent Maintenance Foreperson Maintenance Planner NATIONAL 110-125+ 85-100+ 130-160+ 90-100+ 85-100+ 85-95+
Geology
JOB TITLE Exploration Manager Project Geologist Senior Exploration Geologists Exploration Geologists Chief Geologist Geology Superintendent Senior Resource Geologist Senior Mine Geologist Mine Geologist NATIONAL 120-160+ 60-75+ 80-95+ 65-80+ 125-160+ 125-160+ 100-120+ 85-100+ 80-100+
Health, Safety & Environment

JOB TITLE HSE Superintendent HSE Manager HSE Officer NATIONAL 110-165+ 75-110+ 50-75+
LIFE SCIENCES
Despite global downsizing announcements, condence among Canadian job seekers is gradually returning in anticipation of a stabilizing industry in 2012
Market Summary
Early condence in the upcoming year has solid grounds for optimism. Following a tumultuous 36 months the improving stability among smaller Pharma/Biotech/Medical Devices employers in Canada, combined with the condence of Generics waiting for the patent cliff, is slowly increasing demand for life science professionals. Despite the continued uncertainty surrounding the Canadian-European Union intellectual property debate and the historic lack of investment in Research and Development, 2011 saw several investments exceptions of note:
Roche - $500M Centre of Excellence for Pharmaceutical Development in Mississauga, ON Sano Pasteur - $101M Vaccine Research and Development Facility in Ontario Teva - $56M Production plant expansion in Stouffville, ON Novartis - $40M International Study of Hypertension in Hamilton, ON Merck Canada - $33M Manufacturing modernization in Pointe Claire, Quebec GSK - Launch of a new Canada-wide $50M Life Sciences Innovation Fund
Recent investment and development announcements, coupled with a general optimism about the Canadian life science sector, indicate that our domestic market will outperform other markets. 89 per cent of companies operating in the life sciences sector feel that headcount will remain stable or potentially increase in 2012. The sector can also expect increased movement of employees between companies as is often the case after a period of market uncertainty. Although we have witnessed some promising industry investment, it has not resulted in a measurable market expansion. The sector has, however, returned to pre-recession levels of economic performance. As a result, employers will continue to be challenged in offering career advancement or even a dened career path. 87 per cent of employers list lack of career progression as their biggest challenge in attracting and retaining the best employees. Whether they are challenged with recruitment or retention, employers should tackle this issue head-on. Open communication to address concerns and
realities of career advancement combined with investment in training and clearly structured career paths can increase employee engagement and satisfaction. While career progression will be the leading cause of retention pressure on a company, 68 per cent of employers list availability of skilled/suitable candidates as the biggest challenge in attracting new talent. Understanding that many of the best candidates are in the safety net of having a job, employers looking to recruit the highest caliber of staff in 2012 should consider using non-traditional recruitment methods to not only reach, but importantly attract, new staff. Tactics such as dedicated microsites, direct canvassing and marketing campaigns for multi-recruitment projects are just a few ways employers can help increase their chances of being successful in a competitive market.
HEOR is becoming a more prominent skill-set in demand (please see Hays, Global Recruitment Challenges in Health Economics & Outcome Research whitepaper for detailed analysis). Following a year of volatility in 2011, demand for Quality Assurance, Regulatory Affairs and Biostatisticians will remain at stable and improved levels throughout 2012.
Compensation
Although 63 per cent of life sciences companies reported an increase in business activity in 2011, employees should not expect to see nancial compensation increase signicantly in 2012. More than 60 per cent of employees will receive a salary increase of less than 3 per cent, while 30 per cent will receive an increase of 3 to 6 per cent. Some senior level positions which saw bonuses being suspended during the recession may see their nancial compensation increase as these benets return. The most common benet packages will include RRSP matching, extended health benets and competitive vacation entitlement.
Skills in Demand
Medical Affairs roles, specically Senior Managers, Directors and MDs will be in high demand in 2012 as this market continues to be candidate short. As nancial pressures continue to increase,
Quality Assurance
JOB TITLE QA Associate QA Senior Associate QA Manager QA Director VP of QA QA Auditor Validation Specialist Validation Manager QA Consultant Daily Rate* Validation Consultant Daily Rate* LESS THAN 5 YEARS 50-60 60-70 80-90 110-130 150+ 60-80 50-70 70-90 400-500 400-500 5-10 YEARS 60-70 70-90 90-110 110-130 150+ 80-100 70-90 90-100 500-750 500-750 MORE THAN 10 YEARS 60-70 90-100 110+ 130-200 150-250 110+ 90-100 100+ 1000-1500 750-1000
Clinical
JOB TITLE Clinical Data Management Clinical Research Associate Clinical Project manager Clinical Operations LESS THAN 5 YEARS 70-90 60-90 90-120 120-140 5-10 YEARS 90-110 90-110 120-140 140-170 MORE THAN 10 YEARS 110-130 100-120 140-160 170-200
Health Economics
JOB TITLE Health Economist Market Access Reimbursement & Pricing Outcomes Research LESS THAN 5 YEARS 60-120 70-110 60-100 60-120 5-10 YEARS 120-180 110-180 100-150 120-180 MORE THAN 10 YEARS 180+ 180+ 150+ 180+
Regulatory Affairs
JOB TITLE Regulatory Affairs Associate Regulatory Affairs Senior Associate Regulatory Affairs Manager Regulatory Affairs Director VP of Regulatory Affairs RA Consultant Daily Rate* LESS THAN 5 YEARS 55-70 70-90 90-100 100-120 130-150 400-500 5-10 YEARS 70-90 90-100 90-110 100-120 150+ 500-750 MORE THAN 10 YEARS 70-90 100+ 110-120 130+ 150+ 750-1500
Medical Affairs
JOB TITLE Medical Liaison Medical Affairs Manager (non MD) Medical Affairs Manager (MD) Medical Director (PhD PharmD) Medical Director (MD) LESS THAN 5 YEARS 75-100 75-100 150-160 100-120 150-170 5-10 YEARS 120-140 120-140 160-180 120-170 180-240 MORE THAN 10 YEARS 150 150 180-200 180-240 240-350
Biostatistics & SAS

JOB TITLE Biostatistician Senior Biostatistician SAS Programmer SAS Consultant Daily Rate* LESS THAN 5 YEARS 60-80 80-90 55-65 350-400 5-10 YEARS 80-100 90-110 65-75 400-500 MORE THAN 10 YEARS 80-100 110-120 75-95 500-750
(Figures are expressed in thousand Canadian dollars and as annual gross salaries. *Indicates daily rate.)
MANUFACTURING & LOGISTICS
While recent years have certainly been challenging in manufacturing, it hasnt all been doom and gloom
MANUFACTURING Market Summary
The manufacturing sector has struggled in recent years, suffering from the buy American movement, a strong Canadian dollar and various manufacturing practices being sent off shore. Consequently, these challenges have put many Canadian businesses at a competitive disadvantage as domestic producers have to compete with detrimental exchange rates and reduced labour costs being readily available off shore. Following three years which saw massive job losses, hiring freezes and static wages, the manufacturing sector is demonstrating caution in adding to headcount despite indicators pointing towards a slow but steady improvement. While recent years have certainly been challenging, it hasnt all been doom and gloom. Despite increasing competition from Mexico, the Canadian auto sector produced 2.1 million units in 2011, marking a 2 percent increase over the year previous, while the mining and energy sectors continue to ourish, especially in western Canada. As hiring freezes expire in 2012, 36 per cent of employers expect to add to their headcount this year, marking a 10 point increase on the year prior. Of those positions hired for in 2012, 87 per cent will be for full time roles as 52 per cent of manufacturers report an increase in business since 2011.
Areas in Demand
Skilled trades will be among the highest in demand this year as 77 per cent of manufacturers list availability of skilled staff as their biggest challenge in attracting top talent. Across Canada, licensed millwrights, electricians, welders and professional engineers remain in high demand as regardless of output, mechanical staff are needed when commissioning, running or decommissioning production equipment.
Compensation
Close to 70 per cent of manufacturers will raise salaries by less than 3 per cent this year as the industry continues to work towards pre-recession levels. Among those receiving the largest salary increases this year are those who nd themselves in highest demand including millwrights, electricians and professional engineers. Across industry sectors, manufacturing staff working in more urban centres may receive higher pay packets than their counterparts in suburban areas, however this is largely due to the increased cost of living in Canadas larger urban centres. 88 per cent of employers will offer extended health benets this year, matching the trend across all industries. Although offered by less than 60 per cent of employers, 80 per cent of employees state pension plans and RRSP matching as the most valued benets.
Manufacturing
2012 Salaries
JOB TITLE Production Planner scheduler Material MRO Planner Production / Packaging Supervisor Production Manager Certified Millwright Certified Electrician Dual Ticket Second / First Stationary Maintenance Supervisor Maintenance Manager Manufacturing Engineer Quality Engineer Engineering Manager Plant Manager Operations Manager VP Warehousing and Transportation VP Manufacturing Regional / District Operations Manager LESS THAN 5 YEARS 40-50 40-50 50-60 75-85 25-30/hr 27-32/hr 29-35/hr 32-40/hr 55-65 75-85 55-65 55-65 75-85 90-100 80-90 95-105 100-125 100-125 5-10 YEARS 50-60 50-60 55-65 85-95 25-30/hr 27-32/hr 29-35/hr 32-40/hr 65-75 85-95 65-85 65-85 85-95 100-110 90-100 105-125 135-145 125-135 MORE THAN 10 YEARS 55-65 55-65 60-65 95-105 25-30/hr 27-32/hr 29-35/hr 32-40/hr 75-85 95-115 85-100 85-100 95-125 110-135 100-125 125-160 145-160 135-160
The hiring landscape in the transportation and logistics industry looks set to improve as organisations continue to hire
LOGISTICS Market Summary

The hiring landscape in the transportation and logistics industry looks set to improve throughout the year as organisations continue to hire. Driven by the implementation of lean initiatives within front and back end logistics processes, more senior and mid-management roles are being created and lled. Organisations dealing with transport, warehouse facilities and brokers dealing with freight have also indicated an increase in hiring activity which is expected to continue throughout the year.
Another potential bright spot for the industry is that many newly created roles have been for transportation analysts, supply chain and inventory analysts, logistics managers and inventory managers. Candidates with post graduate diplomas or certications have been and will continue to be sought after. Additionally, certied professionals from the Canadian Institute of Traffic & Transportation (CITT), Logistics Professionals (P.Log) and those with experience in the consolidation of existing Logistics practices, implementing lean solutions and managing a global logistics model will be in high demand.
(Figures are expressed in thousand Canadian dollars and as annual gross salaries. /hr Indicates hourly rate)
ABOUT US
Logistics
2012 Salaries
JOB TITLE Supply Chain Analyst Forecasting Analyst Forecasting manager Inventory Manager Logistics Coordinator Transportation Analyst Transportation / Logistics Supervisor Transportation Manager Fleet Supervisor Fleet Manager Warehouse Supervisor Warehouse Manager Director Inventory Director Supply Chain Logistics Manager VP Warehousing and Transportation VP Manufacturing Regional / District Operations Manager LESS THAN 5 YEARS 40-50 40-50 50-60 75-85 40-50 40-50 55-65 80-90 45-55 65-75 50-60 75-85 85-95 95-105 75-85 95-105 100-125 100-125 5-10 YEARS 45-55 45-55 60-70 85-95 45-55 45-55 65-75 90-100 55-65 75-85 60-70 85-105 95-105 105-115 85-105 105-125 135-145 125-135 MORE THAN 10 YEARS 50-60 50-60 75-85 95-105 55-65 55-65 70-80 100-125 65-75 85-95 70-75 105-125 105-125 115-135 105-125 125-160 145-160 135-160
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MEASURES OF WORTH

The 2012 Hays Compensation, Benets, Recruitment and Retention Guide

Rowan OGrady President Hays Canada

2 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 1

EMPLOYMENT MARKET OVERVIEW

39% 82% 81% 45%

2 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 3

CANADIAN COMPANIES ARE HIRING

Less than 3% From 3% to 6% From 6% to 10% Greater than 10%

Accounting & Finance

Less than 3% From 3% to 6% From 6% to 10% Greater than 10%

Increased Decreased Remained the same

Accounting & Finance

Resources & Mining

6 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 7

In 2012, do you expect staff levels in your organisation to

Has business activity in the last 12 months

Increased Decreased Remained the same

Decrease Remain the same

Resources & Mining

Resources & Mining

8 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 9

Resources & Mining

Benets offered to employees

Ranked according to their importance to recruitment and retention.

10 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 11

SALARIES THE STARTING POINT ON WHICH TO BUILD

12 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 13

ACCOUNTING & FINANCE

14 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 15

Accounting & Finance

Public Practice | Medium

Public Practice | Big Four

16 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 17

Accounting & Finance

18 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 19

Accounting & Finance

20 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 21

Accounting & Finance

22 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

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Accounting & Finance

Compensation and Benets

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2012 Hays Compensation, Benets, Recruitment and Retention Guide | 27

General Construction | Between 5 to 10 years in the industry

Road Building & Heavy Construction | Between 5 to 10 years in the industry

General Construction | More than 10 years in the industry

28 | 2012 Hays Compensation, Benets, Recruitment and Retention Guide

2012 Hays Compensation, Benets, Recruitment and Retention Guide | 29

Mechanical & Electrical Contracting | Between 5 to 10 years in the industry

Civil & Structural | Between 5 to 10 years in the industry

Mechanical & Electrical Contracting | More than 10 years in the industry