OSPE | Ontario Society of Professional Engineers Member Market Compensation Summary Report

2011 Canada

Consulting. Outsourcing. Investments.

2011 cover.indd 1 9/6/2011 11:19:35 AM OSPE | 2011 Member Market Compensation Summary

MESSAGE FROM THE CHAIR

Alourdes Sully, ing., M. Eng. P.Eng. President and Chair Ontario Society of Professional Engineers (OSPE)

The OSPE Employer Compensation Survey represents the results of an in-depth market research study conducted annually amongst employers of engineers. This comprehensive survey has been conducted with Ontario’s engineers for over 50 years and remains the authoritative source on hiring trends and compensation levels for engineers in Ontario. In 2011, the Ontario Society of Professional Engineers (OSPE) once again partnered with Mercer to conduct the survey. As in previous years, the survey implementation was overseen by an advisory committee comprised of representatives from industry, engineering and human resources tasked with ensuring the collection of the most comprehensive and relevant data possible. One hundred and forty (140) organizations participated in 2011, submitting compensation data for over 14,400 engineers across all major industry groups, in both the private and public sectors. Of note this year is median base pay increased versus 2010 for all engineering responsibility levels (based on the participant core sample). I would personally like to thank all the organizations that took part in the survey this year, many of which are return participants from prior years. The support of these organizations remains critical to the success of the survey. On behalf of the Ontario Society of Professional Engineers, I sincerely hope that you will find the results of the 2011 OSPE Employer Compensation Survey a valuable resource for your organization’s continuing success.

©2011 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this document or any portion thereof in any form. OSPE | 2011 Member Market Compensation Summary

OSPE Employer Compensation Survey, 2011 Member Market Compensation Summary Report

The 2011 OSPE Employer Compensation Survey package, including all aspects and modifications thereof (hereafter referred to as “the Survey”), contains the proprietary information of Mercer and the Ontario Society of Professional Engineers. No part of the Survey may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopy, or information storage and retrieval systems, without the prior written consent of Mercer and the Ontario Society of Professional Engineers. Redistribution or reproduction of the material is expressly forbidden.

The information and data contained in this report are for information purposes only and are not intended nor implied to be a substitute for professional advice. In no event will Mercer or the Ontario Society of Professional Engineers be liable to you or to any third party for any decision made or action taken in reliance of the results obtained through the use of the information and/or data contained or provided herein.

The use of the Survey is limited to the original buyer or recipient. The Survey is intended for the internal use of the buyer only. No management consulting firm, research agency or other comparable organization is authorized to use the Survey without the express written consent of Mercer and the Ontario Society of Professional Engineers.

Mercer Information Product Solutions 161 Bay Street, P.O. Box 501 Toronto, Ontario M5J 2S5 Telephone: 800 330 3070 e-mail: [email protected]

Ontario Society of Professional Engineers 4950 Yonge Street, Suite 502 Toronto, Ontario M2N 6K1 Telephone: 416 223 9961 ext. 239 Fax: 416 223 9963 e-mail: [email protected]

Table of Contents

Introduction...... 1 Advisory Committee...... 1

Survey Overview Confidentiality and Privacy ...... 2 About OSPE ...... 2 Data in This Report...... 3 The OSPE Employer Compensation Survey – Detailed Report Findings & Mercer’s Reporting Tool Premium Access ...... 3 Terms and Definitions ...... 4 OSPE Regions ...... 4 Industry Groupings ...... 5

Sample Overview Sample Size by Engineering Responsibility Level...... 6 Distribution of Incumbents by Location ...... 6 Spread of Actual Years from Graduation...... 6 Standard Work Week ...... 7

Compensation Data Compensation Data by Engineering Level...... 8 Compensation Data by Primary Industry ...... 8 Base Salary by Year of Graduation ...... 9 Compensation Data by Location...... 10

Participant List...... 11

Classification Guide of Engineering Responsibility Levels ...... 12

Mercer Services About Mercer ...... 14

Introduction Mercer and the Ontario Society of Professional Engineers (OSPE) are pleased to present the results of the 2011 OSPE Employer Compensation Survey. This survey provides current data with respect to actual compensation levels for professional engineers in Ontario.

The 2011 OSPE Employer Compensation Survey, conducted under the auspices of OSPE on behalf of its members and their employers, is designed to:

. Establish meaningful criteria for levels of engineering responsibility for the benefit of both engineers and employers of engineers; and . Provide current data with respect to actual compensation levels for engineering work.

Advisory Committee OSPE maintains an Employer Compensation Survey Advisory Committee comprised of both human resources professionals and professional engineers from a variety of industries. We would like to thank the Committee for its efforts and continuing dedication to this survey. The 2011 Advisory Committee was comprised of the following members:

Daniel J. Young, M. Eng., P.Eng. Carolyn Philps Committee Chair Manager, Human Resources Acting CEO, MMM Group Limited Ontario Society of Professional Engineers

Adele Argirakis, CHRP Dominic Macchia, B.Sc., CHRP Human Resources Director Director, Human Resources and Facilities Crossey Engineering Ltd. MDA Space Missions

Andrew Sebastian J. David Shantz, P.Eng. Manager, Compliance & Projects Executive Director Wardrop, a Tetra Tech Company Municipal Engineers Association

Birdi Bressler Joanne Greene Leader, Compensation & HRIS Manager, Compensation & Benefits NOVA Chemicals City of Toronto

Caroline E. Stewart Sherry Knights Senior Compensation Advisor HR Specialist Bombardier Aerospace GE – Hitachi Nuclear Energy Inc.

SURVEY OVERVIEW The 2011 OSPE Employer Compensation Survey results represent salary data submitted by 140 organizations covering more than 14,400 incumbents, across six engineering responsibility levels. All salary data are based on rates paid effective June 1, 2011. Incentive data included are based on the most recent awards or most recently completed fiscal year. All figures are reported in thousands of Canadian dollars for full-time equivalent employees.

2011 OSPE Employer Compensation Survey Profile Organizations Participating in the Survey...... 140 Engineers Represented ...... 14,490 Date Effective ...... June 1st, 2011

All data in these results have been reviewed and verified for accuracy. Where necessary, individual responses have been verified with participants. Mercer reserves the right to exclude data which it considers statistically invalid or which may result in a breach of confidentiality for any survey participant.

Confidentiality & Privacy Mercer ensures all data collected for this survey are treated as confidential. In instances where these data may be used in other OSPE survey reports, such as custom analyses, company names may appear in the participant list. The 2011 OSPE Employer Compensation Survey data do not form part of Mercer’s general industry database. Summary statistics from the OSPE Employer Compensation Survey are published in electronic format as a PDF for both employers and OSPE members. In addition, summary statistics can be queried in Mercer’s Reporting Tool (available to employers only). In all cases, it is Mercer’s policy to continue to maintain the confidentiality of all data submitted during the data collection process. Mercer is committed to protecting the privacy of employee data and to meeting its obligations under Canadian privacy law.

Mercer’s confidentiality policy is to report data only where a minimum sample size guarantees that all individual inputs and salary records are fully masked and protected. In all cases, Mercer maintains the highest level of data security and ensures confidentiality of all data submitted.

About OSPE The Ontario Society of Professional Engineers (OSPE) is the Voice of Ontario’s Engineers. OSPE promotes and supports excellence in all aspects of engineering by enhancing the professional recognition of Ontario’s 70,000+ professional engineers among employers and all levels of government; increasing their public profile; and advancing their economic interests by offering exemplary continuing education, career advancement and affinity programs. For more information, please visit www.ospe.on.ca. If you have any questions about the history of the salary surveys or OSPE services, please contact OSPE: Phone: 416 223 9961 ext. 239 (Toll Free: 1 866 763 1654 ext. 239) Fax: 416 223 9963 e-mail: [email protected] Mail: Ontario Society of Professional Engineers 4950 Yonge Street, Suite 502 Toronto ON M2N 6K1

Data in This Report Base salary and total cash compensation figures are reported in this Member Market Compensation Summary on the following basis: . By Engineering Responsibility Level . By Primary Industry . By Year of Graduation . By Incumbent Location

The OSPE Employer Compensation Survey - Detailed Report Findings & Mercer’s Reporting Tool Premium Access The complete findings of the OSPE Employer Compensation Survey are available to members in PDF format and to employers of engineers in Ontario in Mercer’s reporting tool, an online database. These products afford users of the survey the opportunity to analyze base salary, incentives granted as a percentage of salary, and total cash compensation based on the following scopes: . Engineering Responsibility Level . Year of Graduation . Primary Industry . Incumbent Location . Job Type . Revenue/Operating Budget . # of Engineers Employed in Ontario . Incentive Eligibility . Gender* . Overtime Eligibility* . Total Number of Employees* . Engineering Discipline* . Annual Incentive Target (% of Base) . Unionized

Participant employers may use the Premium Edition of Mercer’s reporting tool to analyze the survey data in non-standard categories (i.e., define custom cuts of the data). Example: Total cash for Level C employees that graduated in 1995 and work in Durable Manufacturing organizations with revenues of less than $150 million. *Mercer’s reporting tool Premium Edition only

Mercer’s reporting tool Premium access to survey report data allows participant employers to request custom peer groups by organization name for an additional fee of $275.

Terms & Definitions Num Orgs The number of organizations reporting information for the position. Num Obs The number of incumbents for which information is reported. Rates Rates represent actual base salary and variable pay information, and Year(s) from Graduation values. Base Salary Each incumbent’s base salary information is given equal weight in the computation of the statistics. The results therefore reflect the influence of those organizations reporting multiple incumbents. Total Cash Compensation Annual base salary and incentives, if any, for all incumbents in the sample whether or not they were eligible for or received an incentive. Each incumbent is given equal weight in the computation of the statistics. The results therefore reflect the influence of those organizations reporting multiple incumbents. Average (Mean) The sum of the rates reported divided by the number of rates in the sample (also known as the Mean). Low & High Values Low and high values reported represent the top and bottom of the mid-range for competitive pay. Detailed quartile and decile statistical analyses are available in the full report.

OSPE Regions

Industry Groupings The following page summarizes the industry groupings used in the full report and available to employers for further analysis in PayMonitor:

Consulting Services . Consulting Services

Transportation/Utilities . Transportation/Utilities – Electric Power . Transportation/Utilities – Gas . Transportation/Utilities – Transportation

Durable Manufacturing . Durable Manufacturing – Machinery . Durable Manufacturing – Metal Fabrication/Primary Metals . Durable Manufacturing – Transportation Equipment . Durable Manufacturing – Other

Non-Durable Manufacturing . Non-Durable Manufacturing – Chemical . Non-Durable Manufacturing – Petrochemical/Crude Petroleum . Non-Durable Manufacturing – Pharmaceuticals . Non-Durable Manufacturing – Rubber/Plastics . Non-Durable Manufacturing – Other

Public Sector & Not-for-Profit . Public Sector & Not-for-Profit – Federal/Municipal Government . Public Sector & Not-for-Profit – Non-Profit Organization . Public Sector & Not-for-Profit – Other

High-tech/Electrical Products/Telecom (HET) . HET – Electrical Products . HET – Telecommunications . HET – High-tech

Other . Other – Mining Metals . Other – Retail

SAMPLE OVERVIEW This section provides the broader market context that will enable members to gain a greater insight into this year’s survey sample.

Sample Size by Engineering Responsibility Level The following table shows the number of incumbents for whom data were received for each engineering responsibility level:

Level Num Orgs Num Obs All Levels 140 14,490 Level A 88 1,442 Level B 103 2,290 Level C 125 3,200 Level D 124 4,023 Level E 120 2,338 Level F 106 1,197

Distribution of Incumbents by Location The incumbent distribution for selected geographic locations is as follows:

Region (N=14,476) % of Sample Eastern Ontario 11.4 Greater Toronto Area 61.5 Northern Ontario 7.2 Southwestern Ontario 19.8

Spread of Actual Years from Graduation The table below indicates the spread of actual years from graduation for each engineering responsibility level:

Year(s) from Graduation

Engineering Level Num Orgs Num Obs Low Average High Level A 68 637 1 4 4 Level B 90 1,150 3 8 10 Level C 98 1,621 7 14 21 Level D 100 2,145 13 22 31 Level E 99 1,377 18 26 33 Level F 88 704 22 28 35

Standard Work Week The following chart indicates the number of hours in a standard work week for engineers in Ontario:

Standard Work Week (N = 14,487)

37.5 Hours/Week 40 Hours/Week 35% 41%

Other 35 Hours/Week 5% 19%

COMPENSATION DATA Compensation Data by Engineering Level The graph and table below illustrate average base salary and total cash compensation by engineering responsibility level:

Base Salary & Total Cash Compensation Total Cash by Engineering Responsibility Level Base Salary

$180,000

$160,000

$140,000

$120,000

$100,000

$80,000

$60,000 Mean Compensation Mean $40,000

$20,000 Level A Level B Level C Level D Level E Level F

Base Salary Total Cash Compensation Num Num

Orgs Obs Low Average High Low Average High All Levels 140 14,490 69.0 93.6 115.4 71.8 99.2 121.0 Level A 88 1,442 51.0 59.2 71.8 51.1 61.4 73.1 Level B 103 2,290 59.3 69.3 80.4 60.5 72.3 83.6 Level C 125 3,200 71.1 81.2 91.7 73.0 84.8 94.7 Level D 124 4,023 89.1 101.3 111.0 93.5 105.4 115.8 Level E 120 2,338 106.0 118.7 128.4 112.0 127.3 140.3 Level F 106 1,197 120.0 140.1 156.1 128.9 159.0 180.0

Note: Above compensation data are displayed in Cdn $000 for a full-time equivalent employee. All data are incumbent weighted.

Compensation Data by Primary Industry The following graph illustrates average base salary and total cash compensation by primary industry for all engineering responsibility levels combined.

All Levels Combined Base Salary & Total Cash Compensation Total Cash by Primary Industry Base Salary $140,000

$120,000

$100,000

$80,000

$60,000

$40,000 Mean Compensation

$20,000 Consulting Transportation/ Durable Mfg. Non-Durable High-tech/ Public Sector Other Services Utilities Manufacturing Elect. Prod./ & Not-for-Profit Telecom

Base Salary by Year of Graduation

All Levels Num Orgs Num Obs Average Level D Num Orgs Num Obs Average Year(s) from/of Grad. 140 14,490 93.6 Year(s) from/of Grad. 124 4,023 101.3 < 2 Years 58 231 53.8 < 5 Years 9 16 84.8 2-4 2007-2009 89 837 60.8 5-7 2004-2006 34 57 89.6 5-7 2004-2006 91 808 71.1 8-10 2001-2003 43 141 94.6 8-10 2001-2003 82 619 80.8 11-15 1996-2000 68 371 94.9 11-15 1996-2000 89 1,011 90.9 16-20 1991-1995 63 340 99.6 16-20 1991-1995 93 868 98.9 21-25 1986-1990 65 387 104.4 21-25 1986-1990 89 1,018 109.7 26-30 1981-1985 50 394 106.0 > 25 Years 96 2,242 117.7 > 30 Years 56 439 108.4 No Degree 3 194 84.3 No Degree 3 35 89.0 Not Available 62 6,662 92.5 Not Available 47 1,843 100.9

Level A Num Orgs Num Obs Average Level E Num Orgs Num Obs Average Year(s) from/of Grad. 88 1,442 59.2 Year(s) from/of Grad. 120 2,338 118.7 < 2 Years 48 203 52.4 < 11 Years 29 51 110.4 2-4 2007-2009 53 318 55.3 11-15 1996-2000 48 144 113.0 5-7 2004-2006 25 55 55.7 16-20 1991-1995 64 173 117.1 8-10 2001-2003 11 16 55.1 21-25 1986-1990 61 296 120.4 > 10 Years 15 45 59.6 26-30 1981-1985 62 310 123.3 No Degree 1 6 -- > 30 Years 54 403 125.9 Not Available 30 799 62.9 No Degree 2 20 -- Not Available 44 941 115.4 Level B Num Orgs Num Obs Average Year(s) from/of Grad. 103 2,290 69.3 Level F Num Orgs Num Obs Average < 2 Years 13 20 57.0 Year(s) from/of Grad. 106 1,197 140.1 2-4 2007-2009 68 435 62.4 < 11 Years 6 8 127.1 5-7 2004-2006 60 358 65.4 11-15 1996-2000 20 44 129.4 8-10 2001-2003 40 121 66.0 16-20 1991-1995 33 66 136.8 > 10 Years 45 216 67.4 21-25 1986-1990 42 143 142.8 No Degree 1 35 -- 26-30 1981-1985 49 176 147.5 Not Available 31 1,105 74.4 > 30 Years 58 267 149.4 No Degree 2 3 -- Level C Num Orgs Num Obs Average Not Available 32 490 133.1 Year(s) from/of Grad. 125 3,200 81.2 < 5 Years 34 74 70.7 5-7 2004-2006 68 320 74.3 8-10 2001-2003 64 302 77.8 Note: Above compensation data are displayed in Cdn $000 for a full-time equivalent employee, unless otherwise indicated. 11-15 1996-2000 64 358 79.4 All data are incumbent weighted. 16-20 1991-1995 57 224 82.2 21-25 1986-1990 41 154 83.0 26-30 1981-1985 38 117 81.8 > 30 Years 28 72 82.2 No Degree 3 95 84.3 Not Available 48 1,484 83.6

Compensation Data by Location

Base Salary Total Cash Compensation Scope Category Num Orgs Num Obs Low Average High Low Average High Level A Eastern Ontario 24 141 51.0 54.7 55.7 52.0 55.1 56.0 Greater Toronto Area 52 743 53.8 59.8 62.3 54.5 61.0 64.4 Northern Ontario *19 207 57.8 64.3 72.1 61.4 71.1 78.3 Southwestern Ontario 44 351 52.2 56.8 58.9 52.4 58.8 63.0

Level B Eastern Ontario 29 232 62.5 66.2 69.3 63.0 67.0 70.0 Greater Toronto Area 65 1,422 62.9 69.3 71.8 65.0 71.7 76.0 Northern Ontario *19 216 79.3 78.5 84.2 87.5 88.9 98.5 Southwestern Ontario 45 419 60.0 66.0 70.0 60.2 68.9 76.8

Level C Eastern Ontario 36 346 75.3 81.2 86.9 76.0 82.4 86.9 Greater Toronto Area 80 2,004 76.0 81.7 85.7 79.0 84.9 89.3 Northern Ontario *22 200 78.4 86.4 94.4 84.8 97.0 110.9 Southwestern Ontario 55 645 72.1 77.9 78.7 74.4 81.7 86.5

Level D Eastern Ontario 36 577 98.2 103.4 109.2 99.0 105.0 110.1 Greater Toronto Area 78 2,476 96.2 101.8 107.4 100.0 105.4 111.1 Northern Ontario 22 218 99.1 102.2 108.6 101.5 110.5 117.5 Southwestern Ontario 48 750 86.2 98.0 100.9 94.8 104.5 107.1

Level E Eastern Ontario 37 234 111.9 117.7 125.0 116.0 125.8 129.3 Greater Toronto Area 76 1,499 113.3 118.7 123.9 116.4 126.3 129.0 Northern Ontario 17 115 112.3 117.7 122.6 116.0 130.5 139.5 Southwestern Ontario 50 485 109.8 119.8 125.0 114.9 129.9 133.1

Level F Eastern Ontario 29 126 124.0 132.4 137.1 128.6 152.9 153.0 Greater Toronto Area 64 763 128.1 141.7 146.5 140.4 160.4 163.0 Northern Ontario *12 90 115.0 130.7 134.6 123.9 150.3 161.0 Southwestern Ontario 41 217 127.0 142.5 144.8 137.2 161.3 167.6

* More than 35% of the rates within the sample are supplied by one organization. Note: Above compensation data are displayed in Cdn $000 for a full-time equivalent employee, unless otherwise indicated. All data are incumbent weighted.

PARTICIPANT LIST

A F P AECOM Canada Ltd. FM Global Peto MacCallum Ltd. Aecon Industrial PLEXPACK Corporation Agrium Inc. G Polytainers Inc Akzo Nobel Canada Inc. Gardner Denver, Inc. AMEC Americas Limited General Dynamics Canada R Applanix Corporation GENIVAR INC. R.J. Burnside & Associates Limited Aquafor Beech Limited GreenField Ethanol Inc. R.J. McKee Engineering Ltd. ArcelorMittal Dofasco Inc. R.V. Anderson Associates Limited ASECO Integrated Systems Ltd. H Regional Municipality of Durham Associated Engineering Group Ltd. H.H. Angus & Associates Ltd. Robinson Consultants Inc. Atomic Energy of Canada Limited (AECL) Halcrow Yolles Rockwell Automation Ausenco Engineering Canada Inc. Halsall Associates Ltd. Rowan Williams Davies & Irwin Inc. Autoliv Electronics Canada Inc. Hastings & Aziz Limited Aviya Technologies Inc. Hatch Ltd. S HGC Engineering S&C Electric Canada Ltd. B Horton CBI, Limited S.A. Armstrong Limited B. M. Ross and Associates Limited HumanSystems Inc. SAGE Engineering Services Babcock & Wilcox Canada Ltd. Husky Injection Molding Systems Ltd. Schlumberger Canada Limited Baker Engineering and Risk Consultants, Hydro One Inc. Schneider Electric Canada Inc. Hydro Ottawa Limited SCS Consulting Group Ltd. Barry Bryan Associates (1991) Limited SENES Consultants Limited Bermingham Construction Limited I SIHI Pumps Limited Bombardier Aerospace IBI Group Skelton, Brumwell & Associates Inc. Bombardier Transportation Imperial Oil Smith and Andersen Consulting Brian Isherwood & Associates Ltd. Indal Technologies Inc. Engineering Brown & Co. Engineering Ltd. Inertia Engineering + Design SNC-Lavalin Building Innovation Inc. Ingenium Group Inc. Soil Engineers Ltd. International Safety Research Inc. Spectra Energy Transmission C Stantec Consulting Ltd. C.C. Tatham & Associates Ltd. J Steelcase Canada Cambium Environmental Inc. JMP Engineering Inc. Stern Laboratories Inc. Cameco Corporation Suncor Energy Inc. K Canada Colors and Chemicals Limited K. Smart Associates Limited Canadian Broadcasting Corporation T Kapsch TrafficCom IVHS Canadian Pacific Railway Tacoma Engineers Inc. Kinectrics Inc. Caneta Research Inc. Thales Rail Signalling Solutions, Inc. Klohn Crippen Berger Ltd. Cataraqui Region Conservation Authority The Corporation of the City of St. Catharines CH2M HILL Canada Limited L The Greer Galloway Group Inc. City of Brantford LANXESS Inc. The Sernas Group Inc. City of Toronto Lockheed Martin Canada Inc. Thordon Bearings Coffey Geotechnics Inc. London Hydro Inc. Cole Engineering Group Ltd. Toronto Hydro Corporation COM DEV International Ltd. M Toronto Transit Commission Comcor Environmental Limited Masco Canada Limited U Communications & Power Industries MDA Space Missions Unitron Hearing Ltd. Canada Inc. Messier-Dowty Inc. Conestoga-Rovers & Associates Ltd. Ministry of Government Services V Crossey Engineering Ltd. MMM Group Limited Vale Inco CSA Group Morrison Hershfield Ltd. MTE Consultants Inc. W D W.F. Baird & Associates Coastal Decommissioning Consulting Services N Engineers Limited Limited Nasittuq Corporation Wal-Mart Canada Corp. Dessau NAV CANADA Walter Fedy Partnership, The DIALOG Neptec Design Group Ltd. WESA Inc. Dick Engineering Inc. NOVA Chemicals Dillon Consulting Limited Nuclear Waste Management X DST Consulting Engineers Inc. Organization (NWMO) XCG Consultants Ltd. E O Enersource Corporation Oakville Hydro Corporation Engineering Northwest Ltd. O'Connor Associates Environmental Inc. Epocal Inc. Ontario Power Generation Eramosa Engineering Inc.

CLASSIFICATION GUIDE OF ENGINEERING RESPONSIBILITY LEVELS

(Reproduced with the permission of the Ontario Society of Professional Engineers) Level of Responsibility LEVEL A LEVEL B LEVEL C Duties Receives training in the Normally regarded as a Generally would be a fully various phases of office, continuing portion of an qualified professional plant, field or laboratory engineer’s training and engineer. Carries out engineering work as development. Receives responsible and varied classroom instruction or on- assignments of limited engineering assignments the-job assignments. Tasks scope and complexity, requiring general familiarity assigned include: usually minor phases of with a broad field of preparation of simple plans, broader assignments. Uses engineering and knowledge designs, calculations, costs a variety of standard of reciprocal effects of the and bills of material in engineering methods and work upon other fields. accordance with established techniques in solving Problems usually solved by codes, standards, drawings problems. Assists more use of combination of or other specifications. May senior engineers in carrying standard procedures, carry out routine technical out technical tasks modification of standard surveys or inspections and requiring accuracy in procedures, or methods prepare reports. calculations, completeness developed in previous of data and adherence to assignments. Participates prescribed testing, analysis, in planning to achieve design or computation prescribed objectives. methods. Recommendations, Few technical decisions Recommendations limited Makes independent studies, Decisions and called for and these will be to solution of the problem analyses, interpretations Commitments of routine nature with rather than end results. and conclusions. Difficult, ample precedent or clearly Decisions made are complex or unusual matters defined procedures as normally within established or decisions are usually guidance. guidelines. referred to more senior authority. Supervision Received Works under close Duties are assigned with Work is not generally supervision. Work is detailed oral and supervised in detail and reviewed for accuracy and occasionally written amount of supervision adequacy and conformance instructions, as to methods varies depending upon the with prescribed procedures. and procedures to be assignment. Usually followed. Results are technical guidance is usually reviewed in detail available to review work and technical guidance is programs and advise on usually available. unusual features of assignments. Leadership Authority May assign and check work May give technical guidance May give technical guidance and/or Supervision of one to five technicians or to one or two junior to engineers of less standing Exercised helpers. Does not supervise engineers or technicians or technicians assigned to junior engineers. assigned to work on a work on a common project. common project. Supervision over other engineers not usually a regular or continuing responsibility. Guide to Entrance Bachelor’s degree in Bachelor’s degree in Bachelor’s degree in Qualifications Engineering or Applied Engineering or Applied Engineering or Applied Science or its equivalent Science or its equivalent, Science or its equivalent, with zero to two years normally with two to four normally with four plus experience. Will not likely years working experience years related working have their P.Eng. from the graduation level. experience from the May have a P.Eng. graduation level. Typically holds a P.Eng.

Classification Guide of Engineering Responsibility Levels

(Reproduced with the permission of the Ontario Society of Professional Engineers) LEVEL D LEVEL E LEVEL F First level of direct and sustained Usually requires knowledge of Usually responsible for an supervision of other professional more than one field of engineering administrative engineers OR first level of full engineering OR performance by function, directing several specialization. Requires an engineering specialist in a professional and other groups application of mature particular field of engineering. engaged in interrelated engineering knowledge in Participates in short and long engineering responsibilities; OR planning and conducting projects range planning; makes as an engineering consultant, having scope for independent independent decisions on work achieving recognition as an accomplishment and co- methods and procedures within authority in an engineering field ordination of difficult and an overall program. Originality of major importance to the responsible assignments. and ingenuity are required for organization. Independently Assigned problems make it devising practical and conceives programs and necessary to modify established economical solutions to problems to be investigated. guides, devise new approaches, problems. May supervise large Participates in discussions, apply existing criteria in new groups containing both determining basic operating ways, and draw conclusions from professional and non- policies, devising ways of comparative situations. professional staff; OR may reaching program objectives in exercise authority over a small the most economical manner and group of highly qualified of meeting any unusual professional personnel engaged conditions affecting work in complex technical progress. applications. Recommendations reviewed for Makes responsible decisions not Makes responsible decisions on soundness of judgment but usually subject to technical all matters, including the usually accepted as technically review on all matters assigned establishment of policies and accurate and feasible. Involved except those involving large expenditure of large sums of with progressively larger sums of money or long range money and/or implementation of financial decisions. objectives. Takes courses of major programs, subject only to action necessary to expedite the overall company policy and successful accomplishment of financial controls. assigned projects. Responsible for some financial decisions. Work is assigned in terms of Work is assigned only in terms of Receives administrative direction objectives, relative priorities and broad objectives to be based on organization policies critical areas that impinge on accomplished, and is reviewed and objectives. Work is reviewed work of other units. Work is for policy, soundness of approach to ensure conformity with policy carried out within broad and general effectiveness. and coordination with other guidelines, but informed functions. guidance is available. Assigns and outlines work; Outlines more difficult problems Reviews and evaluates technical advises on technical problems; and methods of approach. work; selects, schedules, and reviews work for technical Coordinates work programs and coordinates to attain program accuracy, and adequacy. directs use of equipment and objectives; and/or as an Supervision may call for material. Generally makes administrator makes decisions recommendations concerning recommendations as to the concerning selection, training, selection, training, rating and selection, training, discipline and rating, discipline and discipline of staff. remuneration of staff. remuneration of staff. Bachelor’s degree in Engineering Bachelor’s degree in Engineering Bachelor’s degree in Engineering or Applied Science or its or Applied Science or its or Applied Science or its equivalent, normally with eight equivalent, normally with twelve equivalent, normally with fifteen plus years of experience in the plus years of engineering and/or plus years of engineering field of specialization from the administrative experience from experience, including responsible graduation level. Typically holds the graduation level. Typically administrative duties. Typically a P.Eng. holds a P.Eng. holds a P.Eng.

MERCER SERVICES Mercer’s information services business is dedicated About Mercer to helping our clients make decisions regarding HR- Mercer helps clients understand, develop, related matters by providing timely, implement, and quantify the effectiveness of their comprehensive, and high-quality HR information human resource programs and policies. Our goal is and metrics for any major location around the to help employers create measurable business world. results through their people. Marsh & McLennan Companies (MMC) is a global We work with clients to address a broad array of professional services firm with annual revenues their most important human resource issues, both exceeding $11 billion. It is the parent company of domestically and globally. We have specialist Marsh Inc., the world's leading risk and insurance expertise in all areas of human resource consulting, services firm; and Mercer Inc., a major global including compensation, employee benefits, provider of consulting services. More than 55,000 communication, and human capital strategy. Of employees provide analysis, advice, and equal importance are our investment consulting transactional capabilities to clients in over 100 expertise and the solutions we provide in program countries. Its stock (ticker symbol: MMC) is listed on administration. the New York, Chicago, Pacific, and London stock exchanges. MMC's website address is With more than 19,000 employees serving clients www.mmc.com. from more than 180 cities and 40 countries and territories worldwide, we have the local knowledge and worldwide presence to develop and implement global human resource solutions.

www.imercer.ca

2011 back cover.indd 1 6/6/2011 2:42:26 PM