Pay June 2014

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Half day open training event held in Toronto, Canada

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Pay June 2014

  1. 1. Pay by Toronto Training and HR June 2014
  2. 2. CONTENTS 3-4 Introduction 5-6 Definitions 7-8 Performance-related pay 9-10 How much is too much with variable pay? 11-12 Why has gain sharing declined in popularity? 13-14 Pay structures 15-16 Pay progression 17-18 Trends in pay for salespeople 19-46 Salaries (various job titles and sectors) 47-49 Salary surveys 50-51 Conclusion, summary and questions Page 2
  3. 3. Page 3 Introduction
  4. 4. Page 4 Introduction to Toronto Training and HR Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking 15 years in training and human resources Freelance practitioner since 2006 The core services provided by Toronto Training and HR are: Training event design Training event delivery HR support with an emphasis on reducing costs, saving time plus improving employee engagement and morale Services for job seekers
  5. 5. Page 5 Definitions
  6. 6. Definitions • Pay • Salary • Compensation Page 6
  7. 7. Page 7 Performance-related pay
  8. 8. Performance- related pay • Definition • Objectives • Who gets performance- related pay? • Key issues for implementation Page 8
  9. 9. Page 9 How much is too much with variable pay?
  10. 10. How much is too much with variable pay? • Non-exempt hourly union • Non-exempt salaried • Exempt salaried • Officers/executives Page 10
  11. 11. Page 11 Why has gain sharing declined in popularity?
  12. 12. Why has gain sharing declined in popularity? • Rise of low-cost manufacturing countries • Dramatic increase in factory automation • Stock options • Growth of the service economy Page 12
  13. 13. Page 13 Pay structures
  14. 14. Pay structures • Objectives • Key characteristics • Types • Design issues Page 14
  15. 15. Page 15 Pay progression
  16. 16. Pay progression • Impact of pay structures • Methods of determining pay progression • Controlling pay progression Page 16
  17. 17. Page 17 Trends in pay for salespeople
  18. 18. Trends in pay for salespeople • Emphasis on pay for performance • Shift in focus for sales pay plans • Minimal merit increases for sales • Award and recognition programs • Measuring of performance • Communication is key Page 18
  19. 19. Page 19 Salaries-accounting
  20. 20. Salaries- accounting 1 of 2 • CFO • VP • Controller • Director • Manager • Senior accountant • Financial analyst Page 20
  21. 21. Salaries- accounting 2 of 2 • Large employer • Mid-sized employer • Small employer Page 21
  22. 22. Page 22 Salaries-advertising sales
  23. 23. Salaries- advertising sales • Sales Director • Sales Manager • Sales Executive Page 23
  24. 24. Page 24 Salaries-employees with security clearance
  25. 25. Salaries- employees with security clearance • Independent consultant • Government contractor • Government employee • Military Page 25
  26. 26. Page 26 Salaries-engineers
  27. 27. Salaries- engineers 1 of 2 • Aerospace and aircraft products • Chemical and pharmaceutical • Colleges and universities • Construction and real estate • Electrical and electronics • Government • Machinery • Metal products • Petroleum and natural gas • Primary metals Page 27
  28. 28. Salaries- engineers 2 of 2 • Research organizations and laboratories • Transportation • Utilities Page 28
  29. 29. Page 29 Salaries-engineering
  30. 30. Salaries- engineering 1 of 2 • Applications or systems engineering Manager • Consulting engineer/scientist • Design engineer or R&D engineer • Engineering Director or Manager • Manufacturing/production engineer • Manufacturing/production Manager Page 30
  31. 31. Salaries- engineering 2 of 2 • President or CEO • Project leader/Manager or group leader • Quality control/test Manager • Software engineer • Software engineering Manager • Systems engineer/applications engineer • Test engineer • VP Engineering Page 31
  32. 32. Page 32 Salaries-IT
  33. 33. Salaries-IT • Business intelligence analyst • Communications specialist • Computer operator/lead computer operator • Database administrator • Database architect • Project leader • Quality assurance specialist Page 33
  34. 34. Page 34 Salaries-not for profits
  35. 35. Salaries-not for profits • CEO/Executive Director • CFO • COO • Chief Development Officer • CIO • Chief HR Officer • Communications/PR Director • Chief Program Officer • Chief Marketing Officer Page 35
  36. 36. Page 36 Salaries-privacy professionals
  37. 37. Salaries- privacy professionals • Audit and quality assurance • Business unit • Compliance • Ethics and corporate responsibility • HR • IT • Legal • Marketing • Operations • Risk management Page 37
  38. 38. Page 38 Salaries-purchasing
  39. 39. Salaries- purchasing 1 of 2 • Purchasing Director • Purchasing VP • Purchasing Manager Page 39
  40. 40. Salaries- purchasing 2 of 2 • Chief • VP • Director • Manager • Experienced professional • Entry level professional Page 40
  41. 41. Page 41 Salaries-security industry
  42. 42. Salaries- security industry • Certified protection professional • Physical security professional • Professional certified investigator Page 42
  43. 43. Page 43 Salaries-web designers
  44. 44. Salaries-web designers • Mobile application developer • Web content Manager • Web content administrator • Web application developer • Web-based software engineer • Web interactive usability engineer Page 44
  45. 45. Page 45 Salaries-web developers
  46. 46. Salaries-web developers • Senior web developer • Web developer • Web administrator • Web designer • Electronic data interchange specialists • E-commerce analyst • Messaging administrator Page 46
  47. 47. Page 47 Salary surveys
  48. 48. Salary surveys 1 of 2 • Look for surveys that provide meaningful data that you need, such as industry-specific data or data based on company revenue or operating budget • Don't rely too much on a single data source, as that can provide a false measure of the market • Blend as many data sources as appropriate Page 48
  49. 49. Salary surveys 2 of 2 • Remember that compensation surveys are meant to be reference points or guidelines, not absolute statements • Look at how many employers are submitting matches for a particular job in a survey • Adjust salary decisions based on geography or employer size Page 49
  50. 50. Page 50 Conclusion, summary and questions
  51. 51. Page 51 Conclusion, summary and questions Conclusion Summary Videos Questions

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