Vencon Research International 2020

Vencon Research
International
Products and Services
VENCON RESEARCH REPORTS
Salary and benefits data on the management consulting industry
Detailed reports cover consultants, partners and non -billable staff
Over 75 countries across 5 continents
Primary data source for the majority of leading consulting firms

INSIDE
Consultant Salary Survey 3
Consultant Benefits
Survey
7
Administration & Support
Survey
8
Partner Compensation
Survey
9
Family Friendly Working
Policies Survey
11
Additional Data Analysis 12
Pricing 13
Contact 14
Vencon Research International
COVERAGE OF MORE THAN 75 COUNTRIES
AN INTRODUCTION TO VENCON RESEARCH INTERNATIONAL
For 20 years Vencon Research International has been a
primary source of compensation benchmarking data
to the international management consulting industry.
Working for clients whose businesses are
characterised by their commitment to data accuracy,
analysis and confidentiality, Vencon has become a
trusted global information provider to the world’s
leading consulting firms. Vencon produces in-depth
benchmarking reports on the size and range of cash
compensation - both target and actual - as well as non-
cash benefits offered by the leading management, IT
and strategy consulting firms.
Today our reports not only examine consultant remuneration, but separately cover
Administration & Support staff as well as Partner/VP compensation structures. Our
client list extends to some 85% of the world's major management consulting firms,
and includes major global ‘players’, virtually all the recognised independent
management consulting firms plus leading consulting boutiques in each country.
Our level of repeat business, at over 90%, testifies to our commitment to
recognising and meeting those clients’ requirements.
Vencon’s compensation reports now extend to over 75 countries, with coverage increasing in response to client
developments and expansion into new consulting markets.
2 | 14
Erwin Harbauer
Managing Partner

3 | 14
CONSULTANT SALARY SURVEY - COMPETITOR & JOB MATCHING
The analysis tools you need, at your fingertips.
One of the unique features of Vencon Research’s
reports is (where available) the option to
benchmark your data against the most relevant
peer-group. By defining your firm’s actual
proposition, you can also obtain the firm’s market
positioning as well as define and simulate the
firm’s ‘Target Market Percentile’. These tool-like
features make our reports unique.
Individual bespoke comparisons can also be
presented, provided that participant anonymity is
not compromised.
By including only those firms who compete in
the same consulting space, with the same
consultant profile, the surveys avoid diluting the
benchmark data-set with firms operating with a
different economic or staffing model. Even in
mature markets, where remuneration structures
are stable and relatively harmonised, average
base salaries amongst the ‘pure’ strategy firms
can be fully 35% higher than those for an
equivalent role in a full-service firm. Thus, this
close-focus ensures the maximum utility of the
resultant benchmarking.
Vencon Research works with each client to
match their career structure against Vencon’s
generic structure to ensure a like-for-like
comparison of the tasks, responsibilities, and
qualifications of the positions being examined.
For each country, a cross-calibration of
the career levels surveyed is
established and agreed, detailing each
firm’s job-titles against Vencon’s
generic grades. Three sub-levels are
also mapped against each career level.
The resulting job-matching matrix is
included in all reports, to enable
cross-validation of each firm’s
structure and titles against those of the
identified competitor group.
Consultant Salary Survey

4 | 14
CONSULTANT SALARY SURVEY - LINES OF BUSINESS
For each national market, Vencon Research is able to segment remuneration data between different types of
consulting firms (e.g. accounting-based firms, full-service consulting firms, IT consulting firms, and ‘pure’ strategy
consulting firms), each of which occupies a different market space in terms of service proposition, billing rates and,
consequently, remuneration profile. Thus, Vencon Research provides uniquely granular data (where available), parsing
relevant data into more than 30 Lines of Business.
In larger markets, the greater sample size facilitates further delineation of the data-set to identify differing
remuneration levels across multiple lines of business. This enables participating firms to select increasingly specific
comparator groups for their benchmarking.
In the most mature markets, it is possible to segment data into over 30 different lines of business:
Actuarial Consulting Services (ACT)
Audit and Assurance Services (AAS)
Assurance Services and Controls (ASC)
Audit Services (AUD)
Big Data Analytics (BDA)
Business Process Outsourcing Services (BPO)
Accounting Services (ACC)
Corporate Secretarial Services (SEC)
Human Resources Administration and
Payroll Services (HRA)
IT Outsourcing (ITO)
Procurement Services (PRO)
Corporate Finance and Transactional Services (CFT)
Corporate Finance Advisory (CFA)
Transaction Advisory Services (TAS)
Digital Consulting (DIG)
Economics Consulting (ECO)
Executive Search Services (EXS)
Forensics, Fraud and Risk Advisory Services (FFR)
Forensics & Fraud Research Investigation (FOR)
Risk Advisory Services (RAS)
Government and Public Services Consulting (GOV)
Human Resources Consulting (HRC)
IT Consulting (ITC)
IT Hot Skills (ITH)
IT Implementation / Realisation Consulting (ITI)
IT-Infrastructure / Architecture Consulting (ITA)
IT Risk & Cybersecurity Consulting (ITR)
IT Strategy Consulting (ITS)
SAP Implementation (SAP)
Telecommunications & Billing Systems Consulting
(ITB)
Law Firms (LAW)
Legal Consulting Services (LEG)
Management Consulting & Advisory (CON)
Operations-oriented Consulting (OPO)
Strategy-oriented Consulting (OPS)
Restructuring & Turnaround Management Services
(RMS)
Research Services (RES)
Strategy Consulting Firms (SCF)
Technology & Software Development (TEC)
Tax Services (TAX)

5 | 14
CONSULTANT SALARY SURVEY - FEATURES
Vencon Research’s Consultant Salary Surveys are usually
issued between June and July, in advance of the main
recruitment season. However, schedules can be adapted
according to specific client needs, or when the client’s
salary cycle is outside of this range.
In addition to the conventional salary data-sets for base
salary, target and actual bonus in maxima, minima, mean
and percentiles, Vencon Research reports have several
unique features:
Competitor Selection: The participants to be included for
benchmarking are tailored to the client. This eliminates
any potential issues resulting from simple aggregation and
weighting of data - whereby data from a few very large
firms can skew the distribution curve, leaving smaller
firms as mere outliers.
Tool-like presentation of data: Using tools directly
embedded in our reports, clients area able to tailor the
analysis to retrieve custom data, perhaps choosing to
compare against specific market percentiles, or conduct
simulation analyses using the “Target Market Percentile”
function, as well as calculating the estimated implications
of any adjustments on the firm’s personnel budget.
Clients also have access to analyses encompassing salary
and bonus changes from the previous year by career
level, and data on actual and target bonus percentages.
Promotion timelines per grade are also included,
facilitating the identification of firms where ‘fast-track’
promotion practices may distort salary positioning.
The most useful compa-ratios are also included,
determining the firm’s relative positioning against the
overall survey mean, median, or defined market
percentiles. This data can be parsed for all examined
remuneration components (base salary, bonuses, and
target or actual total cash compensation).
A host of data on additional relevant recruitment issues
is also included as standard and Vencon is always
prepared to widen the scope of research to reflect any
hot topics the client would like investigated. Generally
included is information on preferred universities and
business schools for recruitment, the availability and
value of sign-on bonuses, intern salaries, tuition
reimbursement, incentives paid for recruitment referrals,
overtime payment and more.

6 | 14
CONSULTANT SALARY SURVEY - OUTPUT FORMATS
Vencon delivers survey results and data in two output formats: a) as MS Excel® Worksheets, and b) as a report in
presentation format (PDF).
In addition to the full
presentation of results in the
report itself, clients also receive
a full data-set in the form of an
MS Excel® Worksheet, thus
avoiding the need to transcribe
data across platforms.
These Excel data-sets comprise
the full market data, per career
level and sub-level, complete
with full statistical analyses
including mean, median, and
various percentiles for all the
remuneration components
examined. This allows detailed
analysis of each remuneration
component as well as offering
conclusions on the risk profile
of remuneration (i.e. ratio of
variable remuneration to total
compensation).
The “Worksheet” comprises more than 20 tabs, presenting the
market data for all remuneration components, such as (among
others):
 Basic Salary (current and previous year)
 Target Bonus (percentage and values)
 Target Total Cash Compensation (current year)
 Actual Bonus (percentage and values)
 Actual Total Cash Compensation (previous year)
Market data are calculated and presented in two separate
weightings, Firm Weighted (i.e. each firm’s salary point is equally
weighted in the percentile calculations), and Incumbent Weighted
(i.e. the individual firm data points are weighted according to the
number of consultants at each career level).
The values are also shown on a live graph which displays the firm in
question plotted within the statistical analyses.
The final tabs in the Worksheet comprise (where available) time-based remuneration, showing the development of the
main remuneration components according to time-in-position (as opposed to career level). By demonstrating earnings
potential against time with the firm, rather than job title only, critical support is provided to firms utilising an accelerated
promotion track, or merit-based career development.

7 | 14
CONSULTANT BENEFITS SURVEY - NON-CASH ELEMENTS OF COMPENSATION
Vencon Research’s Consultant Benefits Survey presents details on
all non-cash compensation forms for up to twelve competitor firms
in the relevant country.
The report comprises three main sections:
1) A succinct overview of the range and requirements of the
statutory benefits within the country, including the latest
employer and employee cost parameters, where appropriate.
This identifies a firm’s legal obligations for provision of
employment- related insurances, sickness and maternity leave,
pension provision and vacation entitlement etc.
2) The main section of the report then presents, on a per firm
basis, detail of each firm’s benefit structure within 9 main
categories and approximately 40 sub-categories.
These are broadly grouped into ‘Hard Benefits’ – quantifiable
elements such as Individual and Family Health Insurance, Pension
Plans, Investment Programs, Company Car schemes and provision
of Cell-Phones/Smartphones – and ‘Soft Benefits’ including
provision or funding for further professional development, plus a
wide range of ‘lifestyle’ elements, covering everything from in-
house catering, class of hotel and travel within the firm, additional
vacation and maternity / paternity leave policies.
Each element is subjectively scored against the standards of the
comparator group to determine best, typical and below-standard
practice for that group of consulting firms.
3) A comprehensive overview is compiled, including a scoring of
each firm against its direct comparators.
At a glance, firms can thus identify standard benefit practice
amongst consulting firms in the country, which has the best (and
worst) overall benefits package, and any remedial steps to improve
their own relative ranking.
Additional survey elements can be added at client request, making
the survey a dynamic document when new initiatives are launched
or retention issues become relevant.
Consultant Benefits Survey

8 | 14
ADMINISTRATION & SUPPORT STAFF SURVEY
Administration & Support Staff
Recruitment standards and performance expectations within
leading management consulting firms extend beyond a firm’s
consulting professionals, and are typically reflected in the quality
of their support and administration staff (i.e. their “non-client
facing staff”).
Compensation should therefore be benchmarked against
equivalent firms, rather than general industry norms.
Vencon’s Administration & Support Staff Survey presents
comprehensive benchmarking data on base and total cash
compensation for multiple roles and levels, divided into functions
and sub-functions according to relevant departments.
The scope extends also to roles specific to management consulting,
e.g. Staffing, Graphics, and Research.
The report details the cash compensation of relevant consulting
firms for specified country markets, providing per-firm data on
both range and typical value of basic salary, and target or actual
bonus levels.
The findings are presented both in tabular and graphic format,
consolidating range, mean and variance data for each level and
function.
By including data on a per-level basis, the report enables clients to
undertake their own detailed analysis. Rather than aggregated
distribution curves, often skewed by the weighting of the largest
players, clients can work with the raw data, facilitating targeted
comparisons in place of fixed percentiles within a distribution
curve, and can identify any anomalous data point which might
otherwise distort the data-set.

9 | 14
PARTNER COMPENSATION SURVEY – REPORT I
Partner/VP compensation is a complex issue: knowing that a
Partner in Firm A earns twice as much as their counterpart in Firm
B may certainly be of interest, but is of little use without knowing
the structure and performance criteria that drive these payments.
Vencon Research’s Partner Compensation Survey addresses these
elements. The study comprises 3 volumes; the first is a country-
specific report whilst the other two volumes are both global
reports and review the transnational elements of Partner/VP
remuneration structures:
Report I – Firm Comparison & Raw Data Tables: On a per-country
basis this report presents the range of target and actual
compensation for 3 levels (and up to 6 sub-levels) of Partner for
each firm.
This report presents the partner remuneration data as a series of
comparative graphics. Consolidated data per country, averaged
across all firms are contrasted with the individual firms’
remuneration levels and policies.
The report presents the remuneration data for each of the three
levels of Partner, as well as consolidated data across the whole
partner group.
The data are presented in a consistent, comparable format
delineating Base Salary, Draw, Profit Share/Bonus, Equity Awards
and Dividends (current income), and Options, Pensions and
Investment Schemes (deferred income).
The raw data used to compile these graphics is tabulated, on a per
firm basis, in the report appendices.
To facilitate modelling or comparison against a pre-determined
competitor group the full data-set is also provided in live MS
Excel® format. Again, target and actual compensation are
reported.
Note that owing to extensive firm-specific information provided in
the Partner Remuneration series individual participating firms are
not identified by name; rather, key characteristics of the firms –
size, geographic presence, revenue per consultant etc. - are coded
to enable each firm’s type and relevance to be ascertained.
Partner Compensation Study

10 | 14
PARTNER COMPENSATION STUDY - REPORT PARTS II, III AND IV
Partner Compensation Study
Reports II + III – Remuneration Structures:
These are country-specific or global
reports of up to 400 pages detailing, for
each firm in turn, the nature of their
partnership structure, which multiple
remuneration components are employed
and how they interrelate.
The level of detail extends to partnership/
equity purchase requirements, the
valuation and disposal of equity where
appropriate and the terms of any deferred
award or profit share.
Wherever possible the firm profile includes
information covering the nature of that
firm’s performance assessment criteria,
factors determining grade promotion, the
scope of responsibility per partner grade
and the firm’s methodology for identifying
and handling under-performance.
Report IV – Firm Performance Data: This
second global report benchmarks quantifiable
characteristics of the firms being compared in
terms of key performance measures and ratios.
The factors examined include:
 Staffing pyramids and ratios
 Revenue targets
 Revenue per employee ratios
 Income as a percentage of revenue
generated
A number of the key dimensions are then
further normalised to illustrate ‘per million
dollar revenue’ or ‘per hundred total staff’. This
facilitates meaningful comparison across firms
of differing size and service proposition.

11 | 14
INDUSTRY SURVEY: “FAMILY FRIENDLY WORKING POLICIES“
Professional services firms demonstrate considerable success
when it comes to recruiting exceptional female talent at the entry
levels. This success is rarely replicated in retaining female staff at
the most senior levels, where representation of female partners is
often seen below 10%.
Vencon Research’s study on Family Friendly Working Policies
presents a comprehensive analysis and comparison of legal
obligations, standard and best practice across nearly 30
parameters, based on data input across all major consulting
markets.
The study reviews the practicality and success of employer
initiatives across three phases of maternity leave to assess differing
approaches during:
1) Pregnancy phase:
 Availability of flexible/reduced hours
 Provision for reduced travel
 Transfer to non-client facing roles, etc.
2) Parental leave phase:
 Duration of maternity/paternity leave
 Provision of supplementary maternity/paternity pay
 Retention of fringe benefits, etc.
3) Re-integration on return to work:
 Availability of part-time/flexible working hours
 Financial assistance toward child-care
 Provision of on-site/subsidised crèche facilities, etc.
Whilst each country report can exist as a stand-alone survey of
current practice, the overall study is intended to enable
assessment and evaluation on an international basis. To this end,
the overall findings are consolidated within an Executive Summary
to provide, on a cross-country basis:
 Quantified evaluation of legal / statutory benefits across all
categories;
 Quantified evaluation of the voluntary additional benefits
across all categories;
 An overall comparison of the extent of Family Friendly Policies;
 Detail of both standard and best practices, per benefit
category.
Family Friendly Working Policies

12 | 14
EXAMPLES OF FURTHER ANALYSES UNDERTAKEN AT CLIENT REQUEST
Additional Data Analysis
Total Compensation Comparison: Upon request, Vencon is able to
consolidate elements from the Salary and the Benefits surveys to
establish a Total Compensation Package report. Our report sums
the cash elements of Base Salary and Bonus to major financial
elements with a pre-defined set of Benefits, for example pension
contributions and car allowance, where appropriate.
Market Positioning Report: Whilst most firms
appreciate the extensive raw data provided in the
Vencon reports, firms who are new to the
benchmarking process, or who are looking to reassess
their overall market competitiveness may prefer an
external appraisal of their current position. For these
clients Vencon is able to present their data against the
relevant competitor-set in a simple format that is
welcomed as both unambiguous and convincing when
viewed by the firms’ senior authorities - the partner
group or the managing board.
“Cross-Market-Positioning-Tool” (CMPT): Where a client partici-
pates in a significant number of international surveys, the central
coordinating authority may prefer a simple executive overview,
rather than multiple individual reports. Vencon has developed a
simple ‘traffic light’ format within which the client can specify
the threshold levels – as percentiles, quartiles or absolute values
– which trigger colour-coded annotation of the summary tables,
immediately highlighting those geographies and career levels
which merit attention.

13 | 14
Pricing
PRICING SCHEDULE
Vencon Research reports are usually available under the following pricing scheme:
 Annual registration and set-up fee: € 495 per calendar year
 Single country reports - € 3,595 each for Consultant Salary Survey
 Additional ‘Lines of Business’ within the same country: €1,895 per data-cut
 Single country reports - € 3,595 each for Administration Staff Survey
 Partner Remuneration Study -Parts I, II, III and IV are available at a fixed unit price of between €5,490 and €5,895
per report:
─ Partner Remuneration Study -Part I (Remuneration),
─ Partner Remuneration Study -Part II (Structures, country-specific),
─ Partner Remuneration Study -Part III (Structures, global),
─ Partner Remuneration Study -Part IV (Firm Performance)
 Consultant Benefits Report: €4,090

Vencon Research International 2020

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