WorldatWork 2016-2017 Salary Budget Survey · FIGURE 5 Salary Budget Increase Trends 22 FIGURE 6 Total Salary Budget Increases, by Region ... FIGURE 30 2015-2017 Variable Pay Programs,

2016 201743RD ANNUAL

executivereport & analysis

executivereport & analysis

2016 2017

base salary nonexemptincreasecompensation

salary structures

merit increaseofficers

global projectedbonus

variable pay philosophy

increasesperformance

frequencypromotional o

43RD ANNUAL

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©2016 WorldatWork

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Global HeadquartersAbout WorldatWork®

The Total Rewards Association:

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WorldatWork has more than 70,000 members and subscribers worldwide; more than

80 percent of Fortune 500 companies employ a WorldatWork member. Founded in 1955,

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Certified Professional® (WLCP®), Certified Sales Compensation Professional

(CSCP)®, Certified Executive Compensation Professional (CECP)®, Advanced

Certified Compensation Professional (ACCP)™ and Master Certified Compensation

Professional (MCCP)™.

Project ManagersKathryn Cohen, CCP, CBP, GRP, WLCP Susan Whipple

AuthorsLindsay Strack Alison Avalos, CCP, CBP, GRP

Data AnalysisTonya Adamski

Content AdvisersKerry Chou, CCP, CBP, GRP, CECP, CSCP Sue Holloway, CCP, CECP Rose Stanley, CCP, CBP, WLCP, CEBS Leonard Sanicola, CCP, CBP, GRP, CEBS, SPHR, SHRM-SCP

EditorJim Fickess

Art DirectorJamie Hernandez

Manager, Creative ServicesAngela Miller

Senior Graphic DesignersKris Sotelo Hanna Norris

Table of Contents4 Table of Figures

6 Introduction: Structure of the Salary Budget Survey

7 Methodology

8 Demographics

11 Industry Demographics

15 Executive Summary: United States

20 Salary Budget Increases

28 Promotional Increases

30 Percent of Employees Receiving a Base Salary Increase

31 Merit Increase Awards

33 Compensation Philosophy

33 Lump-Sum Awards (Base-Pay Related)

34 Salary Structure Adjustments

38 10-Year Perspective: Salary Budget and Structure Increases

40 Variable Pay

44 Compensation Prevalence

47 Executive Summary: Canada


56 Salary Structure Adjustments

58 Executive Summary: Global

62 Global Total Salary Budget Increase Trends


79 Participant Listing

104 Survey Definitions

105 Questionnaires

4 © 2016 WorldatWork. All rights reserved. Permission is required to republish in any form.

T A B L E O F F I G U R E S

DemographicsFIGURE A Total Number of Responses 8

FIGURE B U.S. Responses, by Region 8

FIGURE C Canadian Responses, by Province 8

FIGURE D U.S. Responses, by State 9

FIGURE E U.S. Responses, by Major Metropolitan Area 9

FIGURE F Canadian Responses, by Major Metropolitan Area 10

FIGURE G U.S. Responses, by Organization Size 10

FIGURE H Canadian Responses, by Organization Size 10

FIGURE I U.S. Responses, by 2015 Revenue 10

FIGURE J Canadian Responses, by 2015 Revenue (Reported in U.S. Dollars) 10

FIGURE K U.S. Responses, by Industry Classifications 11

FIGURE L Canadian Responses, by Industry Classifications 12

United States

Salary Budget Increases

FIGURE 1 Salary Budget Increases, by Type of Increase 20

FIGURE 2 Total Salary Budget Increases, by Employee Category 20

FIGURE 3 Number of Months Between Increases 21

FIGURE 4 Distribution of Total Salary Budget Increase Responses, Actual 2015 vs. Actual 2016 21

FIGURE 5 Salary Budget Increase Trends 22

FIGURE 6 Total Salary Budget Increases, by Region and Employee Category 23

FIGURE 7 Total Salary Budget Increases, by State 24

FIGURE 8 Total Salary Budget Increases, by Major Metropolitan Area 25

FIGURE 9 Total Salary Budget Increases, by Major Industry Grouping 26

FIGURE 10 Total Salary Budget Increases, by Organization Size 27

FIGURE 11 Total Salary Budget Increases, by Revenue 27

Promotional Increases

FIGURE 12 Impact of Promotional Increases on Salary Budgets 28

FIGURE 12A Promotional Increase Funding When Promotional Increases Are Not Budgeted 28

FIGURE 12B Promotional Increase Budget Practices 28

FIGURE 13 Salary Budget Increases, by Promotional Increase Budget Practices 29

FIGURE 14 Promotional Increases 30

FIGURE 14A Change in Planned Spending on Promotional Increases 30

Percent of Employees Receiving a Base Salary Increase

FIGURE 15 Percent of Employees Receiving a Base Salary Increase in 2016, by Employee Category 30

FIGURE 16 Percent of Employees Receiving a Base Salary Increase in 2016, by Employee Category and Region 31

Merit Increase Awards

FIGURE 17 Merit Increases Awarded, by Performance Category 31

FIGURE 17A Five-Year History of Merit Increase Differentiation 32

FIGURE 17B Relationship Between the Number of Employees Rated as High Performers and the Size of Merit Increases Awarded to High Performers 32

Compensation Philosophy

FIGURE 18 Base Pay Market Comparison Target, by Employee Category 33

Lump-Sum Awards (Base-Pay Related)

FIGURE 19 Lump-Sum Awards, by Employee Category 33

Salary Structure Adjustments

FIGURE 20 Salary Structure Increases, by Employee Category 34

FIGURE 20A Actual 2016 Salary Structure Increase Data, Most Common Responses 34

FIGURE 20B Projected 2017 Salary Structure Increase Data, Most Common Responses 35

FIGURE 21 Organizations Reporting No Salary Structure Increase (0%), by Employee Category 35

FIGURE 22 Number of Months Since Last Increase if No Increase Was Reported (0% or Blank) and Most Common Responses 35

FIGURE 23 Salary Structure Trends 36

FIGURE 24 Salary Structure Increases, by Region and Employee Category 37

10-Year Perspective: Salary Budget and Structure Increases

FIGURE 25 10-Year Perspective: Salary Budget and Structure Increases 38

WorldatWork 2016-2017 Salary Budget Survey | www.worldatwork.org/salarybudgetsurvey 5

T A B L E O F F I G U R E S

Variable Pay

FIGURE 26 Use of Variable Pay 40

FIGURE 27 Types of Variable Pay Programs 40

FIGURE 28 Impact of Variable Pay on Base Salary Budget Recommendations 40

FIGURE 29 Variable Pay Programs, 2015-2017 41

FIGURE 30 2015-2017 Variable Pay Programs, by Region 42

Compensation Prevalence

FIGURE 31 Compensation Programs Used in Past 12 Months 44

Canada


FIGURE C1 Salary Budget Increases, by Type of Increase 49

FIGURE C2 Total Salary Budget Increases, by Employee Category 49

FIGURE C3 Number of Months Between Increases 50

FIGURE C4 Distribution of Total Salary Budget Increase Responses, Actual 2015 vs. Actual 2016 50

FIGURE C5 Salary Budget Trends 51

FIGURE C6 10-Year Perspective: Salary Budget Increases and CPI 52

FIGURE C7 Total Salary Budget Increases, by Province 53

FIGURE C8 Total Salary Budget Increases, by Major Metropolitan Area 53

FIGURE C9 Total Salary Budget Increases, by Major Industry Grouping 54

FIGURE C10 Total Salary Budget Increases, by Organization Size 55

FIGURE C11 Total Salary Budget Increases, by Revenue 55

Salary Structure Adjustments

FIGURE C12 Salary Structure Increases, by Employee Category 56

FIGURE C13 Number of Months Since Last Salary Structure Increase if No Increase Was Reported (0% or Blank) 56

Global


FIGURE G1 Number of 2016 Salary Budget Increase Responses, by Country 64

FIGURE G1A Salary Budget Increases, by Type of Increase (zeros included) 64

FIGURE G1B Salary Budget Increases, by Type of Increase (zeros NOT included) 67

FIGURE G2 Number of 2016 Total Salary Budget Increase Responses, by Employee Category 69

FIGURE G2A Total Salary Budget Increases, by Employee Category (zeros included) 69

FIGURE G2B Total Salary Budget Increases, by Employee Category (zeros NOT included) 72

FIGURE G3 Number of Months Between Increases 75

FIGURE G4 International Merit Increases & Inflation (Data collected, analyzed and reported by Strategic Rewards Group) 76


I N T R O D U C T I O N : S T R U C T U R E O F T H E S A L A R Y B U D G E T S U R V E Y

The “WorldatWork 2016-2017 Salary Budget Survey” consists

of two components: this “Executive Report & Analysis” and

the customizable “Online Reporting Tool.” The “Executive

Report & Analysis” includes an executive summary and data

highlights for the United States, Canada and 17 other coun-

tries. A list of participating organizations, definitions of terms

in the survey and a copy of the complete questionnaire also

are printed in this book.

More detailed U.S. and Canadian results from the salary

budget survey are available through the “Online Reporting

Tool” for no additional charge, giving users the ability to

customize reports by geographic region, industry, state and

other ways that are relevant to organizations. Users may run

an unlimited number of reports during the subscription period,

as well as save or print the reports.

The “Executive Report & Analysis” includes folders to

organize and store these reports, effectively keeping all data

together in one package.

Get Started NowGo to http://www.worldatwork.org/salarybudgetsurvey and

log in with your eight-digit identification number and pass-

word. If you do not know your login information, you may:

Click “Get” under “Password.”

Look on the mailing panel of any WorldatWork catalog,

periodical, invoice or receipt.

Contact WorldatWork Customer Relationship Services

by calling 877-951-9191 or 480-922-2020, or emailing

[email protected].

After you have logged in, select the “2016-2017 Salary

Budget Survey” subscription. After reviewing and accepting

the terms and conditions, you will be redirected to the “Online

Reporting Tool.”

Choose the type(s) of data to be included in the report (e.g.,

salary budget increases, salary structure adjustments,

promotions and/or variable pay).

Choose one statistical method of calculation. Separate

reports need to be run to compare various statistics

(e.g., mean/average, median/50th percentile, 25th percentile

or 75th percentile).

Choose the layers that define the demographic slice of data

(e.g., country, industry, number of employees, revenue).

Select the regions, states, provinces and/or major

metropolitan areas of interest.

Click “Generate Report.”

If the report meets your needs, click “print to PDF” in the

top right-hand corner to save or print. To look at different or

additional data, repeat the steps as needed.

Though users have access to unlimited customized online

reports, the “Online Reporting Tool” is subscription-based.

Remember to run and download/print any reports that may

be needed prior to the subscription’s expiration.

C O N F I D E N T I A L I T Y S T A T E M E N T

To ensure the anonymity and protection of participating

organizations, WorldatWork does not publish or otherwise

make available data points in which fewer than five survey

participants responded. In addition, the data are not presented

in a way, nor are they intended, to provide a competitive

advantage for any participating organization.

Although WorldatWork believes participant responses to

the survey are honest and complete, the data presented in this

report are provided without warranty of any kind for accuracy,

omission, completion or timeliness.

Except for the purposes intended by this publication, partic-

ipants and purchasers of the salary budget survey may not

reproduce, display, rent, lend, resell, commercially exploit,

adapt or redistribute the data contained herein without the

permission of WorldatWork.

The data presented in this report were collected in April

2016 for publication in August 2016, a three-month duration

between data collection and publication.


M E T H O D O L O G Y

On March 28, 2016, all WorldatWork members were invited

to participate in the “WorldatWork 2016-2017 Salary

Budget Survey” through direct email, e-newsletters and the

WorldatWork website. Members were asked to respond for the

United States (U.S.), Canada and 17 other countries: Australia,

Belgium, Brazil, China, France, Germany, India, Italy, Japan,

Mexico, Netherlands, Russia, Singapore, Spain, Sweden,

Switzerland and the United Kingdom (UK). Respondents

were asked to respond for any of these countries in which

they have operations. When the survey officially closed

on May 6, 2016, 5,759 responses had been received. If an

organization reported fewer than 10 employees in a specific

country, the response for that country was removed from the

data set. Also, duplicate submissions for the same country

within the same organization were eliminated from the data

set. The final data contain 5,077 responses, covering nearly

15 million employees worldwide. Each country was analyzed

separately by statistical software, and a full list of organiza-

tions that responded to the survey can be found on page 79.

Data for all countries are broken down by type of increase

and employee category. Additional breakdowns are avail-

able for the U.S. and Canada. Due to small sample size,

only high-level data are reported for countries outside the

U.S. and Canada.

U.S. data are broken into four employment categories, with

exemption status as defined by the Fair Labor Standards Act

of 1938 (FLSA):

Nonexempt hourly nonunion

Nonexempt salaried

Exempt salaried

Officers/executives.

All non-U.S. data are broken into four employment categories:

Nonmanagement hourly nonunion

Nonmanagement salaried

Management salaried

Officers/executives.

Survey instructions and post-survey data cleaning and

verification help ensure accurate recording of a “zero-per-

cent” response versus a response that has been left blank.

A response of zero percent to any given question was inter-

preted (and verified when possible) as a conscious decision

on the part of the organization to not budget for an increase

that typically was given. Survey instructions specifically ask

respondents to leave a questionnaire item blank if the organi-

zation either does not have that plan item, or does not typically

budget or pay out for that item based on the plan. Thus, a

zero-percent response reflects a decision to specifically not

budget funds for the period in question. Due to feedback

from survey users, this report includes total salary budget

increases by employee category with and without zero-per-

cent responses for each country, as indicated in Figures 2

(page 20), C2 (page 49), and G2B (page 72-74).

Not all organizations provide every type of base pay

increase, and not every organization reports data for every

employee category. In findings for which a composite number

of all types of increases or all employee categories are

presented, the n’s equate to the total number of responses.

This may include multiple responses from each respondent if

the respondent is reporting for more than one type of increase

or employee category.

The frequencies or response distributions listed in the

report show the number of times or percent of times a value

appears in a data set. Due to rounding, frequencies of data

responses provided in this survey may not total 100 percent.


D E M O G R A P H I C S

2014-2015 2015-2016 2016-2017

United States 2,043 2,025 2,031

Canada 406 428 451

United Kingdom 242 281 278

China 196 212 229

Germany 175 178 191

India 171 178 194

Australia 163 169 171

France 158 167 170

Mexico 159 159 187

Singapore 153 146 167

Brazil 144 136 142

Italy 123 123 124

Netherlands 128 123 132

Japan 134 113 141

Spain 119 108 128

Belgium 87 96 99

Sweden * 75 76

Switzerland 94 73 93

Russia * 59 73

Total 4,695 4,849 5,077

* Question was not an option in the survey questionnaire

Ontario 357

Quebec 217

British Columbia 208

Alberta 200

Manitoba 114

Saskatchewan 107

Nova Scotia 91

New Brunswick 85

Newfoundland 56

Prince Edward Island 42

Northwest Territories 33

Yukon 23

Nunavut 15

FIGURE B U.S. Responses, by Region

Central 1,205

Eastern 1,138

Southern 1,132

Western 1,120

Note: The combined responses in Figures B and C add to greater than the total U.S. and Canadian responses. Some participants answered for multiple regions or nationally; thus, their responses reflect multiple regions.

FIGURE A Total Number of Responses

FIGURE C Canadian Responses, by Province



California 693

Texas 649

Illinois 569

New York 513

Pennsylvania 504

Florida 495

Ohio 488

Georgia 470

New Jersey 456

North Carolina 439

Massachusetts 436

Colorado 428

Minnesota 426

Virginia 424

Washington 423

Arizona 408

Michigan 403

Washington, D.C. 361

Chicago 241

Los Angeles 209

Dallas 196

San Francisco 196

Houston 188

Atlanta 181

New York 172

Minneapolis 150

Wisconsin 402

Indiana 383

Tennessee 382

Missouri 379

Maryland 369

Connecticut 343

Oregon 342

Alabama 337

South Carolina 337

Louisiana 336

Kentucky 334

Utah 331

Kansas 325

Oklahoma 315

Iowa 314

Nebraska 291

Mississippi 288

FIGURE D U.S. Responses, by State

Nevada 286

Arkansas 282

New Hampshire 278

New Mexico 271

West Virginia 256

Maine 254

Idaho 249

Delaware 245

Rhode Island 245

North Dakota 235

Montana 225

South Dakota 223

Vermont 222

Hawaii 220

Wyoming 219

Alaska 204

FIGURE E U.S. Responses, by Major Metropolitan Area

Denver 149

Boston 146

Phoenix 142

San Diego 135

Seattle 132

San Jose 129

Philadelphia 128

Miami 109

Tampa 104

Pittsburgh 102

Baltimore 100

Portland 99

St. Louis 98

Cleveland 97

Cincinnati 94

Detroit 86



FIGURE G U.S. Responses, by Organization Size

1-499 247 12%

500-2,499 573 28%

2,500-9,999 646 32%

10,000-19,999 246 12%

20,000+ 319 16%

FIGURE H Canadian Responses, by Organization Size

1-499 24 5%

500-2,499 87 19%

2,500-9,999 167 37%

10,000-19,999 62 14%

20,000+ 111 25%

FIGURE I U.S. Responses, by 2015 Revenue

Up to $30 million 132 7%

More than $30 million to $100 million 104 5%



More than $600 million to $1 billion 207 11%

More than $1 billion to $3 billion 472 24%




More than $10 billion 244 13%

FIGURE J Canadian Responses, by 2015 Revenue (Reported in U.S. Dollars)

Up to $30 million 14 3%




More than $600 million to $1 billion 40 9%





More than $10 billion 75 17%

FIGURE F Canadian Responses, by Major Metropolitan Area

Toronto 184

Calgary 122

Montreal 118

Vancouver 103

Edmonton 92

Ottawa 88

Winnipeg 63

Quebec 69

Hamilton 50


I N D U S T R Y D E M O G R A P H I C S

FIGURE K U.S. Responses, by Industry Classifications

NAICS Industry Frequency Percent of Respondents

72 Accommodation and Food Services 30 1.5%

56Administrative and Support and Waste Management and Remediation Services

31 1.5%

11 Agriculture, Forestry, Fishing and Hunting 7 0.3%

71 Arts, Entertainment, and Recreation 19 0.9%

23 Construction 34 1.7%

61 Educational Services 93 4.6%

52 Finance and Insurance 278 13.7%

521 Monetrary Authorities — Central Bank 37 1.8%

522 Credit Intermediation and Related Activities 46 2.3%

525 Funds, Trusts and Other Financial Vehicles 16 0.8%

524 Insurance Carriers and Related Activities 144 7.1%

523 Securities, Commodity Contracts and Other Financial Investments 35 1.7%

62 Health Care and Social Assistance 208 10.2%

622 Hospitals 160 7.9%

621, 623, 624Ambulatory Health Care, Nursing and Residential Care and Social Assistance

48 2.4%

51 Information 100 4.9%

518 Data Processing, Hosting and Related Services 18 0.9%

511 Publishing Industries (except Internet) 12 0.6%

512, 515, 519Motion Picture, Sound Recording, Broadcasting (except Internet) and Other Information Services

70 3.4%

55 Management of Companies and Enterprises 11 0.5%

31 Manufacturing 464 22.8%

325 Chemical Manufacturing 75 3.7%

334 Computer and Electronic Product Manufacturing 49 2.4%

335 Electrical Equipment, Appliance and Component Manufacturing 26 1.3%

311, 312 Food, Beverage and Tobacco Product Manufacturing 69 3.4%

(Continued on page 12)

Industry data for both the United States and Canada are based

on participant self-reported codes using the North American

Industry Classification System (NAICS). The two- and three-

digit codes selected for use with the 2016-2017 data set are

presented in Figures K and L for the United States and Canada,

respectively. Full definitions for these industry categories can be

found at the NAICS website (www.census.gov/eos/www/naics).

All major industry codes (two-digit) were used regardless of

total sample size, and some industry subsets (three-digit) were

broken out because of sufficiently large sample size.

The one exception to the NAICS codes is Telecom mu-

nications (code 517), which resides as a subset of Information

(code 51) in the NAICS. Due to the large sample size (n=29

United States and n=9 Canada) and for ease of reader use,

Telecommunications was placed into its own category

for the 2016-2017 report.

The main industry categories report data for all respon-

dents within the category, regardless of whether they are

reported in a subcategory. Therefore, the sum of all subcate-

gories may not equal the main industry category’s sample size.



FIGURE K U.S. Responses, by Industry Classifications


333 Machinery Manufacturing 28 1.4%

331, 332 Metal Manufacturing 26 1.3%

322, 323 Paper Manufacturing, Printing and Related Support Activities 19 0.9%

326 Plastics and Rubber Products Manufacturing 7 0.3%

313, 314, 315, 316 Textile Mills, Apparel, Leather and Allied Product Manufacturing 9 0.4%

336 Transportation Equipment Manufacturing 29 1.4%

321, 324, 327, 337, 339

Wood, Petroleum, Furniture and Nonmetallic Mineral Products and Other Miscellaneous Manufacturing

127 6.3%

21 Mining, Quarrying, and Oil and Gas Extraction 57 2.8%

54Professional, Scientific, and Technical Services (includes Consulting)

226 11.1%

92 Public Administration 78 3.8%

53 Real Estate, Rental and Leasing 31 1.5%

44 Retail Trade 100 4.9%

517 Telecommunications 29 1.4%

48 Transportation and Warehousing 62 3.1%

481 Air Transportation 8 0.4%

482-493 All Other Transportation 54 2.7%

22 Utilities 95 4.7%

42 Wholesale Trade 45 2.2%

81 Other Services (except Public Administration) 33 1.6%

813Religious, Grantmaking, Civic, Professional and Similar Organizations

29 1.4%

(continued)

FIGURE L Canadian Responses, by Industry Classifications


72 Accommodation and Food Services 10 2.2%

56Administrative and Support and Waste Management and Remediation Services

7 1.6%

11 Agriculture, Forestry, Fishing and Hunting 2 0.4%

71 Arts, Entertainment, and Recreation 4 0.9%

23 Construction 7 1.6%

61 Educational Services 7 1.6%

52 Finance and Insurance 43 9.5%

522 Credit Intermediation and Related Activities 6 1.3%

524 Insurance Carriers and Related Activities 22 4.9%




(continued)FIGURE L Canadian Responses, by Industry Classifications


525 Funds, Trusts and Other Financial Vehicles 5 1.1%

523 Securities, Commodity Contracts and Other Financial Investments 7 1.6%

62 Health Care and Social Assistance 8 1.8%

622 Hospitals 4 0.9%

621, 623, 624Ambulatory Health Care, Nursing and Residential Care and Social Assistance

4 0.9%

51 Information 35 7.8%

511 Publishing Industries (except Internet) 5 1.1%

512, 515, 519Motion Picture, Sound Recording, Broadcasting (except Internet) and Other Information Services

26 5.8%

31 Manufacturing 154 34.1%

325 Chemical Manufacturing 23 5.1%

334 Computer and Electronic Product Manufacturing 17 3.8%

335 Electrical Equipment, Appliance and Component Manufacturing 7 1.6%

311, 312 Food, Beverage and Tobacco Product Manufacturing 21 4.7%

333 Machinery Manufacturing 8 1.8%

331, 332 Metal Manufacturing 9 2.0%

322, 323 Paper Manufacturing, Printing and Related Support Activities 7 1.6%

313, 314, 315, 316 Textile, Apparel, Leather & Allied Product Manufacturing 6 1.3%

336 Transportation Equipment Manufacturing 7 1.6%

321, 324, 327, 337, 339

Wood, Petroleum, Furniture and Nonmetallic Mineral Products & Other Miscellaneous Manufacturing

48 10.6%

21 Mining, Quarrying, and Oil and Gas Extraction 16 3.5%

54Professional, Scientific, and Technical Services (includes Consulting)

55 12.2%

92 Public Administration 4 0.9%

53 Real Estate, Rental and Leasing 8 1.8%

44 Retail Trade 25 5.5%

517 Telecommunications 9 2.0%

48 Transportation and Warehousing 17 3.8%

481 Air Transportation 1 0.2%

482-493 All Other Transportation 16 3.5%

22 Utilities 18 4.0%

42 Wholesale Trade 17 3.8%

81 Other Services (except Public Administration) 5 1.1%

813Religious, Grantmaking, Civic, Professional and Similar Organizations

4 0.9%

3.1%

3.0%

2.9%

3.2%

3.3%

Trends in salary increase budgets vary by industry.

2015 2016 2017 (Projected)

Finance and Insurance

Professional, Scientific,

and Technical Services

Information

Manufacturing

Retail Trade

Health-Care and Social Assistance


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United States

“WorldatWork 2016-2017 Salary Budget Survey” respondents

report that the average 2016 total salary increase budget in the United

States is 3.0 percent, mean and median, the same percentage as

the previous two years.

Last year, participants anticipated that the average 2016 total

salary increase budget across all organizations, employee

categories, regions and industries in the U.S. would reach

3.1 percent (median: 3.0 percent), but actual numbers fell

just short. (See Figure 1 on page 20.) Looking ahead, respon-

dents are again projecting a slight rise in their salary increase

budgets for 2017 to 3.1 percent (median: 3.0 percent).

A Plateau in Salary Budget IncreasesThe stalled growth in budgets for salary increases continues

as the overall average budget increase remains at 3.0 percent

for the third year in a row. This plateau follows slow but steady

E X E C U T I V E S U M M A R Y



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growth in salary budget increases reported in the

years immediately following the recession. A closer

look at the data reveals that means and medians

are reflecting a continued convergence in the 2

to 4 percent range. (See Figure 4 on page 21.) In

2016, a resounding 85 to 88 percent, depending on

employee category, budgeted for salary increases

in this range. However, a slight increase in the

number of zero-percent increases is also evident,

perhaps helping to contain higher salary budget

increase averages.

Various economic indicators and continued

expansion of the employee value proposition

beyond traditional cash compensation seem to

be counterbalancing the effects on salary budget

increase growth. There are both

upward and downward pressures

at play in the economic land-

scape. Additionally, there may

be a lack of specific pressure on

wage growth that is derived from

employees’ changing needs to

be rewarded through programs

and practices that enable them

to achieve work-life effective-

ness. A wide variety of other

possible factors unique to each

responding organization and/

or its competitive labor market

makes it even more difficult to

determine the cause of the flat

salary budget scenario. Some of those factors are

evident in the demographic cuts of data presented

in this survey.

The EconomyFor many iterations of this survey, WorldatWork has

examined the relationship of inflation, unemployment

and other external forces to salary budget increases.

The U.S. rate of inflation for the 12-month period

ending April 2016 was 1.1 percent, as measured by

the U.S. Bureau of Labor Statistics’ (BLS’) Consumer

Price Index (CPI) for all urban consumers. A drop

in energy prices was a significant factor, which

may also be reflected in the drop in average

salary budget increases in related industries. (See

Figure 9 on page 26.)

The unemployment rate for the 16-years-and-

older labor force has improved 0.7 percentage points

in one year, falling to 5.1 percent for the 12-month

period ending in April 2016, down from 5.8 percent,

according to the BLS. (Figure 25 on page 38 puts a

10-year history of salary budget trends into context

with the CPI and unemployment.)

Historically, there has been a correlation between

national salary budget increase trends and the prior

year’s rates of unemployment and inflation. With

the slowing pace of wage growth in recent years,

there has been much speculation about how drops

in unemployment would eventually heat the labor

market and trigger wage growth. Unemployment

continues to fall to near “full employment” levels, but

salary budget growth remains flat. The drop in unem-

ployment may in part be attributed to the number of

job seekers who have given up looking for work.

When inflation is considered, however, the

economic picture begins to make sense. Even with

almost full employment achieved in the U.S., inflation

around 1 percent is likely acting as a counterweight

on any significant wage growth. Should inflation

pick up, speculation for an impact on salary budget

increases in the following year would resume, based

on past correlations.

The global economy continues to play a role in

the domestic picture as well. International markets

have been increasingly volatile, and new concerns

regarding the long-term stability of the European

Union continues to add uncertainty to the outlook

of the global economy. Given that U.S. organizations

continue to budget for salary budget increases at

conservative levels, it’s unlikely that widespread

adjustments in projected 2017 budgeted will be

needed as a result of new concerns — unless

there are significant shifts that result in financial

constraints for organizations and/or changes in their

abilities to attract and retain talent.

Employer DifferentiationBeyond the fiscally conservative nature with which

organizations have conducted their compensation

planning activities since the recession, organiza-

tions continue to find that modest pay increases

do not interfere with their abilities to attract and

retain talent. While organizations are still using pay

A closer look at the data reveals

that means and medians are reflecting a continued convergence

in the 2 to 4 percent range.


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to differentiate themselves as employers of choice

(e.g., paying at 75 percentile, etc.), they are not using

the size of pay increases to stand out. Because

they are rewarding employees in a variety of mean-

ingful ways, those organizations can maintain their

competitive positions (whether above, at or below

the market for individual jobs) while joining the pack

in terms of salary budget increase.

It is reasonable to expect that organizations will

continue to modestly budget for salary increases

and leverage other elements of their total rewards

package to differentiate in the competition for

talent, whether they are reinforced by recessionary

experiences, the economic climate and/or a shifting

rewards philosophy that looks to address their

workforce’s unique and diverse needs through a

variety of offerings.

Effect of FLSA ChangesOn May 18, 2016, the U.S. Department of Labor

(DOL) released final rules to change the Fair Labor

Standards Act of 1938 (FLSA) regulations that deter-

mine whether an employee is exempt from overtime

pay requirements. At the time of survey fielding,

only the DOL’s proposed rules had been published,

and speculation was ongoing about the standard

salary threshold for determining exemption status

and other proposed changes that would have a cost

impact to employers.

The Salary Budget Survey inquired about any

effect of the anticipated final rules on respondents’

salary budget increase recommendations. Ninety-

five to 98 percent (depending on employee category)

said their reported actual 2016 and projected 2017

salary budget increases were not affected by the

anticipated FLSA changes.

In the final rules, the standard salary threshold

is slightly lower than originally proposed. As orga-

nizations proceed with implementation efforts and

realize the true cost of these changes, there is a

possibility that their salary budget projections for

2017 could shift. But for now, 2017 salary budget

increase plans do not seem to be impacted

by these changes.

Industry DataAlthough overall salary budget increase data has

plateaued in the past few years, industry-specific

salary increase budgeting has continued to grow

and contract, creating varying

mean trend lines. (See Figure 9

on page 26.) Similar to national

figures though, most indus-

tries surveyed share a median

of 3.0 percent.

Of particular note is a large

fall in average salary increase

budgets in Mining, Quarrying

and Oil and Gas Extraction to 1.3

percent (median: 0.0 percent),

from 2.5 percent last year, after

leading all industries around

the 4.0 percent mark just a few

years ago. This drop is heavily

influenced by a high number of

zero-percent budgets reported

from the Oil and Gas Extraction

subindustry, likely connected to

low oil prices. Mining, Quarrying and Oil and Gas

Extraction is projecting to return near the 2015 mark

with 2017 salary budget increases reported at 2.4

percent (median: 3.0 percent).

The industr ies of Construction, Publ ic

Administration and Telecommunications have

grown pay increase budgets this year to 3.4 percent,

3.3 percent and 3.4 percent, respectively. While

Construction and Public Administration project

salary budget increases are just below this year’s

figures, Telecommunications is expecting to climb

to 3.7 percent in 2017.

The largest industries represented in this survey

are on varying trend lines with regard to average

increases compared to last year, but are flat or

nearly flat looking forward to 2017. Manufacturing

has reported an actual 2016 salary budget

increase of 3.0 percent, representing no change

since last year, and has projected a slight rise to

3.1 percent next year. The industries of Finance

and Insurance and Professional, Scientific and

Technical Services are reporting actual and

projected average budget increases of 3.1 percent

and 3.3 percent, respectively.

Ninety-five to 98 percent

said their reported

actual 2016 and projected 2017 salary budget

increases were not affected by the anticipated FLSA changes.



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Even with all of the movement in average find-

ings by industry, medians for most industries,

including the largest noted previously have been

and continue to sit at 3.0 percent.

State DataState salary budget increase averages ranged from

2.8 to 3.1 percent in 2016 and all share a median

of 3.0 percent. For 2017, most states project

one-tenth of a percentage point growth. (See Figure

7 on pages 24-25.)

Major Metropolitan Area DataThe salary budget increase averages of partici-

pating organizations reported a modest variance

among major U.S. metropolitan areas, while

medians continue to be firm at 3.0 percent.

Houston cited the biggest drop in average salary

increase budgets, falling from 2.9 percent to 2.6

percent. San Francisco reported the largest total

salary budget increase at 3.3 percent, a slight rise

from 3.2 percent in 2015, and continues to project

upward to 3.4 percent for 2017.

Projections are again diverse among cities when

looking at 2017 average budget figures, stretching

from 2.9 to 3.4 percent. However, median data

still balance projections at 3.0 percent for all

surveyed major metropolitan areas. (See Figure 8

on pages 25-26.)

Organization Size DataConsistent with previous years’ data, salary

increases continue to be greater for smaller organi-

zations. This occurrence appears more pronounced

when size is based on the number of employee

than on revenue. The range of average increase

budgets based on number of employees is 2.8 to

3.2 percent, and 2.9 to 3.4 percent for revenue.

The medians for both number of employees and

revenue are 3.0 percent. (See Figures 10 and

11 on page 27.)

Merit BudgetsThe relationship between performance and pay

remains a strong organizational focus. Merit

increase budgets continue to be most prevalent,

at two to four times more common than other pay

increase types. (See Figure 1 on page 20.) In 2016,

average merit increase budgets were reported at

2.7 percent (median: 3.0 percent), a one-tenth of

a percentage point drop from 2015. Respondents

project two-tenths of a percentage point growth in

2017 to a mean of 2.9 percent (median: 3.0 percent).

Pay for PerformanceEven as performance management practices

are evolving, WorldatWork continues to measure

merit awards by performance. The findings that

follow do not tie to a specific rating system, but

rather to general categories of employee perfor-

mance used in the survey to allow respondents

to report merit awards by generally recognizable

performance levels.

While the size of all salary increase budgets,

including merit budgets, remains on the conservative

side, there is still good evidence of differentiation of

base pay-related awards. Organizations averaged a

2.7 percent merit increase for mid-level performers

(median: 2.8 percent) and a 3.9 percent payout for

top performers (median: 3.9 percent) in 2015. (See

Figure 17 on page 31.) Low performers averaged

a 0.7 percent increase in the same year, although

the median payout was 0.2 percent. The average

expected performance-based pay increase for 2016

for middle performers remains at 2.7 percent, but

the median expected payout rose to 3.0 percent.

For high performers, the anticipated 2016 mean and

median merit increase award climbs to 4.0 percent.

High performers averaged a merit increase that

was 44 percent larger than their middle performer

counterparts, which has decreased from 2014. If

merit increase projections are realized, the differ-

entiation between middle and high performers in

2016 will expand to 48 percent. (See Figure 17a

While the size of all salary increase budgets, including merit budgets,

remains on the conservative side, there is still good evidence of differentiation

of base pay-related awards.

AVERAGE MERIT INCREASE BUDGETS

2016

2.7%

PROJECTED 2017

2.9%


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on page 32.) Of course, organizations continue to

leverage variable pay and other awards programs

to differentiate rewards for high performers as well.

Salary Structure AdjustmentsIn 2016, the reported overall average salary struc-

ture adjustment is 1.9 percent (median: 2.0 percent)

and is anticipated to reach 2.1 percent (median: 2.0

percent) for 2017. Minor variances in salary struc-

ture adjustments among employee categories were

observed since 2015. (See Figure 20 on page 34.)

Timing of Pay IncreasesFor many years, more than 95 percent of orga-

nizations have reported that pay increases are

awarded on an annual 12-month cycle, with

the average being close to 12 months. In 2016,

the overall average time between increases

remained 12.4 months (median: 12 months). (See

Figure 3 on page 21.)

Percent of Employees Receiving IncreasesBase salary increases (e.g., general increase/Cost-

of-Living Adjustment [COLA], merit increase) are

being awarded to 89 percent of employees in 2016

on average. The median figures show that most

organizations will award pay increases to nearly all

employees. (See Figure 15 on page 30.)

Promotional IncreasesPromotional increases were awarded to 8.0

percent (median: 7.0 percent) of employees in 2015,

one-tenth of a percentage point greater than the 7.9

percent (median: 7.0 percent) average in 2014. Of

the promotional increases received, the size of the

average pay increase remained unchanged at 8.4

percent (median: 8.0 percent). The planned amount

that organizations spend on promotional increases

in 2016 also had no change, at 1.5 percent (median:

1.0 percent) of total base salaries. (See Figure

14 on page 30.)

More than half of organizations continue not

budgeting for promotional increases (53 percent);

47 percent do budget for promotional increases.

(See Figure 12 on page 28.) When there is not a

specific budget for promotional increases, the

majority of organizations (65 percent) pay for

promotions with either vacancy, salary or other

savings. Nearly a quarter of organizations not

budgeting (24 percent) pay for promotions out

of the merit budget even though it is not inflated

to cover the cost of increases. When promotions

are budgeted, 44 percent of organizations budget

them separately from other pay increase budgets.

Most of the remaining organizations that budget for

promotional increases are doing so in the “other

increase” budget (30 percent) or as part of the merit

budget (22 percent). (See Figure 12b on page 28.)

Variable PayThe percentage of organizations using variable pay

marginally rose to 84 percent in 2016. This number

has been hovering around 80 percent for many

years. A combination of awards based on both orga-

nization/unit success and individual performance

continues to be the most prevalent type of variable

pay program. (See Figure 27 on page 40.) Even

throughout the recession, the amount of variable

pay budgeted and paid out in all employee cate-

gories was relatively stable, and remains so today.

Effect of Health-Care CostsAlthough rising health-care costs continue to be of

concern, the majority of respondents (86 percent in

2016) report that health-care costs are not a factor

when formulating salary budget recommendations.

Compensation Program PrevalenceMarket-based pay increases continue to be

utilized by 76 percent of organizations, unchanged

since 2015. The usage of most bonus programs

has increased, consistent with findings from

other surveys focused on bonuses conducted by

WorldatWork. The majority of programs have had

marginal improvements since 2015, with retention

bonuses having the most growth to 52 percent in

2016 from 49 percent. Exempt overtime pay or time

off has experienced the largest decline this year

from 23 percent last year to 20 percent. (See Figure

31 on page 44.)

AVERAGE SALARY

STRUCTURE ADJUSTMENT

2016

1.9%

PROJECTED 2017

2.1%


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S A L A R Y B U D G E T I N C R E A S E S

FIGURE 1 Salary Budget Increases, by Type of Increase

Actual 2014 Actual 2015 Projected 2016 Actual 2016 Projected 2017

Mean Median Mean Median Mean Median Mean Median Mean Median

General Increase/COLA 1.4% 1.3% 1.3% 1.0% 1.4% 2.0% 1.4% 1.5% 1.6% 2.0%n=1,088 n=1,065 n=778 n=1,011 n=749

Merit Increase 2.8% 3.0% 2.8% 3.0% 2.9% 3.0% 2.7% 3.0% 2.9% 3.0%n=5,875 n=5,839 n=5,365 n=5,802 n=5,368

Other Increase 0.8% 0.5% 0.7% 0.5% 0.7% 0.5% 0.9% 0.5% 0.8% 0.5%n=1,524 n=1,546 n=1,280 n=1,691 n=1,530

Total Increase 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%n=6,370 n=6,242 n=5,719 n=6,288 n=5,726

Note: “General Increase/COLA,” “Merit” and “Other” do not add to the “Total Increase” because not every organization provides all three types of increase. The n’s represent the number of responses for each type of increase, which may include multiple responses if each respondent reports for more than one employee category for that type of increase.

FIGURE 2 Total Salary Budget Increases, by Employee Category

Salary Budget Increases (zeros included)



Nonexempt Hourly Nonunion

2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

Nonexempt Salaried 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

Exempt Salaried 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Officers/Executives 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

All 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Salary Budget Increases (zeros not included)




3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%

Nonexempt Salaried 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Exempt Salaried 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%


All 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%


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FIGURE 3 Number of Months Between Increases

Actual 2015 Projected 2016 Actual 2016 Projected 2017

Mean Median Mean Median Mean Median Mean Median

Nonexempt Hourly Nonunion 12.3 12.0 12.1 12.0 12.3 12.0 12.2 12.0

Nonexempt Salaried 12.2 12.0 12.1 12.0 12.3 12.0 12.4 12.0

Exempt Salaried 12.4 12.0 12.1 12.0 12.4 12.0 12.3 12.0

Officers/Executives 12.6 12.0 12.3 12.0 12.6 12.0 12.5 12.0

All 12.4 12.0 12.2 12.0 12.4 12.0 12.3 12.0

FIGURE 4 Distribution of Total Salary Budget Increase Responses, Actual 2015 vs. Actual 2016

Zero (0%) 0.1%–1.9% 2.0%–2.9% 3.0%–4.0% 4.1%–6.9% 7.0%+

2015 2016 2015 2016 2015 2016 2015 2016 2015 2016 2015 2016

Nonexempt Hourly Nonunion 3% 4% 3% 2% 27% 26% 62% 62% 4% 5% 1% 1%

Nonexempt Salaried 3% 5% 2% 2% 23% 23% 69% 65% 4% 5% 1% <1%

Exempt Salaried 3% 4% 2% 2% 23% 24% 66% 64% 5% 6% 1% 1%

Officers/Executives 5% 6% 2% 2% 21% 23% 66% 62% 7% 7% 2% 2%



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Hourly Nonunion Nonexempt Salaried Exempt Salaried Officers/Executives

1980 — 10.1% 9.9% 9.7%

1981 — 10.6% 10.5% 10.6%

1982 — 9.1% 9.1% 8.9%

1983 — 6.8% 6.9% 6.9%

1984 — 6.4% 6.5% 6.8%

1985 — 6.2% 6.4% 6.7%

1986 — 5.7% 5.9% 6.3%

1987 — 5.0% 5.2% 5.5%

1988 — 5.1% 5.2% 5.6%

1989 — 5.2% 5.4% 5.7%

1990 — 5.4% 5.5% 5.8%

1991 — 5.0% 5.0% 5.1%

1992 — 4.6% 4.7% 4.8%

1993 — 4.2% 4.3% 4.4%

1994 — 4.0% 4.0% 4.1%

1995 — 3.9% 4.0% 4.1%

1996 3.8% 4.0% 4.1% 4.3%

1997 4.1% 4.1% 4.3% 4.5%

1998 4.1% 4.2% 4.5% 4.6%

1999 4.1% 4.2% 4.4% 4.5%

2000 4.3% 4.4% 4.6% 4.8%

2001 4.3% 4.4% 4.6% 4.7%

2002 3.7% 3.7% 3.9% 4.0%

2003 3.5% 3.4% 3.6% 3.6%

2004 3.5% 3.4% 3.6% 3.6%

2005 3.6% 3.6% 3.7% 3.8%

2006 3.7% 3.7% 3.8% 3.9%

2007 3.8% 3.8% 3.9% 4.1%

2008 3.8% 3.8% 3.9% 4.0%

2009 2.3% 2.1% 2.2% 2.0%

2010 2.4% 2.4% 2.5% 2.5%

2011 2.7% 2.8% 2.8% 2.8%

2012 2.8% 2.9% 2.9% 2.8%

2013 2.9% 2.9% 2.9% 2.9%

2014 2.9% 3.0% 3.0% 3.0%

2015 2.9% 3.0% 3.0% 3.0%

2016 3.0% 2.9% 3.0% 3.0%

2017 Projected 3.1% 3.0% 3.1% 3.1%

FIGURE 5 Salary Budget Increase Trends



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FIGURE 6 Total Salary Budget Increases, by Region and Employee Category

Central Eastern

Actual 2015 Actual 2016 Projected 2017 Actual 2015 Actual 2016 Projected 2017

Mean Median Mean Median Mean Median Mean Median Mean Median Mean Median


2.9% 3.0% 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 2.9% 3.0% 3.1% 3.0%

Nonexempt Salaried 3.0% 3.0% 2.9% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

Exempt Salaried 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

Officers/Executives 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 2.9% 3.0% 3.1% 3.0%

All 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%

Southern Western

Actual 2015 Actual 2016 Projected 2017 Actual 2015 Actual 2016 Projected 2017



2.9% 3.0% 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

Nonexempt Salaried 3.0% 3.0% 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 2.9% 3.0% 3.1% 3.0%

Exempt Salaried 3.0% 3.0% 2.9% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0% 3.2% 3.0%

Officers/Executives 3.0% 3.0% 2.9% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%

All 3.0% 3.0% 2.9% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

western

southern

centraleastern



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National 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Alabama 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

Alaska 3.1% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%

Arizona 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Arkansas 3.1% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

California 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%

Colorado 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Connecticut 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

Delaware 3.1% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%

Florida 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Georgia 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Hawaii 3.1% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%

Idaho 3.1% 3.0% 3.2% 3.0% 3.0% 3.0% 3.0% 3.0%

Illinois 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%

Indiana 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%

Iowa 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%

Kansas 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

Kentucky 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

Louisiana 2.9% 3.0% 3.1% 3.0% 2.8% 3.0% 2.9% 3.0%

Maine 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%

Maryland 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Massachusetts 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Michigan 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.1% 3.0%

Minnesota 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%

Mississippi 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

Missouri 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%

Montana 3.1% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%

Nebraska 3.1% 3.0% 3.2% 3.0% 3.0% 3.0% 3.1% 3.0%

Nevada 3.1% 3.0% 3.2% 3.0% 3.0% 3.0% 3.1% 3.0%

New Hampshire 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

New Jersey 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

New Mexico 3.1% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%

New York 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

North Carolina 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

North Dakota 3.0% 3.0% 3.1% 3.0% 2.8% 3.0% 3.0% 3.0%

Ohio 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

FIGURE 7 Total Salary Budget Increases, by State




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FIGURE 7 Total Salary Budget Increases, by State (continued)

FIGURE 8 Total Salary Budget Increases, by Major Metropolitan Area



Oklahoma 3.0% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%

Oregon 3.1% 3.0% 3.2% 3.0% 3.1% 3.0% 3.1% 3.0%

Pennsylvania 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.1% 3.0%

Rhode Island 3.1% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

South Carolina 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

South Dakota 3.1% 3.0% 3.2% 3.0% 3.0% 3.0% 3.0% 3.0%

Tennessee 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Texas 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.1% 3.0%

Utah 3.0% 3.0% 3.2% 3.0% 3.0% 3.0% 3.0% 3.0%

Vermont 3.0% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%

Virginia 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

Washington 3.1% 3.0% 3.2% 3.0% 3.1% 3.0% 3.1% 3.0%

West Virginia 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

Wisconsin 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%

Wyoming 3.1% 3.0% 3.2% 3.0% 2.9% 3.0% 3.0% 3.0%




National 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Atlanta 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Baltimore 3.0% 3.0% 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%

Boston 3.1% 3.0% 3.0% 3.0% 3.2% 3.0% 3.2% 3.0%

Chicago 3.0% 3.0% 3.1% 3.0% 3.2% 3.0% 3.3% 3.0%

Cincinnati 2.9% 3.0% 3.0% 3.0% 2.9% 3.0% 2.9% 3.0%

Cleveland 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%

Dallas 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.2% 3.0%

Denver 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Detroit 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.2% 3.0%

Houston 2.9% 3.0% 3.1% 3.0% 2.6% 3.0% 2.9% 3.0%

Los Angeles 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%

Miami 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.0% 3.0%

Minneapolis 3.0% 3.0% 3.1% 3.0% 3.1% 3.0% 3.1% 3.0%

New York 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%



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All Industries 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Accommodation and Food Services 3.3% 3.0% 3.4% 3.0% 3.0% 3.0% 3.1% 3.0%

Administrative and Support and Waste Management and Remediation Services

3.1% 3.0% 3.2% 3.0% 3.0% 3.0% 3.1% 3.0%

Agriculture, Forestry, Fishing and Hunting 2.9% 2.9% 3.2% 3.0% 2.9% 3.0% 3.5% 3.0%

Arts, Entertainment, and Recreation 2.9% 3.0% 3.3% 3.0% 3.1% 3.0% 3.2% 3.0%

Construction 2.9% 3.0% 3.0% 3.0% 3.4% 3.0% 3.3% 3.0%

Educational Services 2.6% 3.0% 2.5% 2.5% 2.6% 2.8% 2.6% 2.8%

Finance and Insurance 3.2% 3.0% 3.2% 3.0% 3.1% 3.0% 3.1% 3.0%

Health Care and Social Assistance 2.7% 3.0% 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%

Information 3.1% 3.0% 3.3% 3.0% 3.2% 3.0% 3.2% 3.0%

Management of Companies and Enterprises 3.6% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

Manufacturing 3.0% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

Mining, Quarrying, and Oil and Gas Extraction 2.5% 3.0% 2.9% 3.0% 1.3% 0.0% 2.4% 3.0%

Professional, Scientific, and Technical Services (includes Consulting)

3.1% 3.0% 3.3% 3.0% 3.3% 3.0% 3.3% 3.0%

Public Administration 2.7% 3.0% 2.7% 3.0% 3.3% 3.0% 3.1% 3.0%



Philadelphia 2.9% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%

Phoenix 3.1% 3.0% 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%

Pittsburgh 2.8% 3.0% 2.9% 3.0% 2.9% 3.0% 3.1% 3.0%

Portland 3.2% 3.0% 3.2% 3.0% 3.2% 3.0% 3.1% 3.0%

San Diego 3.2% 3.0% 3.2% 3.0% 3.0% 3.0% 3.1% 3.0%

San Francisco 3.2% 3.0% 3.2% 3.0% 3.3% 3.0% 3.4% 3.0%

San Jose 3.1% 3.0% 3.2% 3.0% 3.2% 3.0% 3.1% 3.0%

Seattle 3.2% 3.0% 3.2% 3.0% 3.2% 3.0% 3.2% 3.0%

St. Louis 3.0% 3.0% 3.1% 3.0% 2.9% 3.0% 2.9% 3.0%

Tampa 3.0% 3.0% 2.9% 3.0% 2.9% 3.0% 3.1% 3.0%

Washington, D.C. 3.1% 3.0% 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

FIGURE 8 Total Salary Budget Increases, by Major Metropolitan Area (continued)

FIGURE 9 Total Salary Budget Increases, by Major Industry Grouping

Summary data are presented this year for all major industries in which data were reported. Detailed information about these industries and additional subindustries can be accessed through the “Online Reporting Tool.” See page 6 for details.




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FIGURE 9 Total Salary Budget Increases, by Major Industry Grouping (continued)



Real Estate and Rental and Leasing 3.2% 3.0% 3.1% 3.0% 3.0% 3.0% 3.3% 3.0%

Retail Trade 3.0% 3.0% 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

Telecommunications 3.1% 3.0% 3.2% 3.0% 3.4% 3.0% 3.7% 3.0%

Transportation and Warehousing 2.9% 3.0% 3.0% 3.0% 2.7% 3.0% 3.1% 3.0%

Utilities 3.0% 3.0% 3.0% 3.0% 2.9% 3.0% 3.2% 3.0%

Wholesale Trade 2.8% 3.0% 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

Other Services (except Public Administration) 3.2% 3.0% 3.2% 3.0% 3.3% 3.0% 3.4% 3.0%

FIGURE 10 Total Salary Budget Increases, by Organization Size

Number of Employees



1-499 3.3% 3.0% 3.3% 3.0% 3.2% 3.0% 3.3% 3.0%

500-2,499 3.1% 3.0% 3.2% 3.0% 3.1% 3.0% 3.2% 3.0%

2,500-9,999 2.9% 3.0% 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

10,000-19,999 2.8% 3.0% 3.0% 3.0% 2.8% 3.0% 3.0% 3.0%

20,000+ 2.9% 3.0% 3.0% 3.0% 2.8% 3.0% 3.0% 3.0%

FIGURE 11 Total Salary Budget Increases, by Revenue

2015 Revenue



Up to $30 million 3.2% 3.0% 3.4% 3.0% 3.4% 3.0% 3.3% 3.0%

More than $30 million to $100 million 3.2% 3.0% 3.3% 3.0% 3.1% 3.0% 3.2% 3.0%



More than $600 million to $1 billion 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%

More than $1 billion to $3 billion 2.9% 3.0% 3.0% 3.0% 2.9% 3.0% 3.1% 3.0%




More than $10 billion 3.0% 3.0% 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%


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FIGURE 12 Impact of Promotional Increases on Salary Budgets (n=1,959)

Additional amount budgeted for promotional increases as part of salary budget but separate from other pay increase budgets

21%

Additional amount budgeted for promotional increases as part of merit budget 10%

Additional amount budgeted for promotional increases as part of general increase/COLA increase budget

2%

Additional amount budgeted for promotional increases as part of other increase budget 14%

Percent of organizations that do budget for promotions 47%

No budget for promotional increases 53%

Percent of organizations that do NOT budget for promotions 53%

FIGURE 12A Promotional Increase Funding When Promotional Increases Are Not Budgeted (n=975)

Promotional increases are paid for out of the merit budget, even though the merit budget is not inflated to cover promotional increases

24%

Promotional increases are paid for out of the general increase/COLA increase budget, even though the general increase/COLA budget is not inflated to cover promotional increases

3%

Promotional increases are paid for out of the other increase budget, even though the other increase budget is not inflated to cover promotional increases

21%

Promotional increases are paid for with savings (e.g., savings realized from vacant positions, hiring at a lower rate than the previous incumbent, downsizing)

65%

FIGURE 12B Promotional Increase Budget Practices

How are promotional increases paid for/funded if not budgeted? (n=975)

With vacancy, salary or other savings

65%

Out of merit increase budget

24%

Out of other increase budget

21%

Out of general increase/COLA budget

3%

Where are promotional increases budgeted?* (n= 915)

Separately from other pay increase budgets

44%

As part of the merit increase budget

22%

As part of the other increase budget

30%

As part of the general increase/COLA budget

3%

Promotional increases are not budgeted

Promotional increases are

budgeted

53% 47%


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Promotional Increase Budget Added to Merit

Increase Budget

Promotional Increase Budget Added to General

Increase/COLA budget

Promotional Increase Budget Added to Other Increase

Budget

Actual 2016

Projected 2017

Actual 2016

Projected 2017

Actual 2016

Projected 2017


General Increase/COLA 0.8 0.0 1.2 1.0 2.4 2.9 2.3 2.8 1.1 0.0 1.0 0.0

Merit Increase 2.9 3.0 2.9 3.0 2.0 2.8 2.4 3.0 2.8 3.0 2.9 3.0

Other Increase 0.7 0.5 0.6 0.5 0.6 0.5 0.7 1.0 0.9 0.5 0.9 0.5

Total Increase 3.1 3.0 3.2 3.0 2.7 3.0 2.8 3.0 3.3 3.0 3.4 3.3

FIGURE 13 Salary Budget Increases, by Promotional Increase Budget Practices

Organizations That Do NOT Budget for Promotional

Increases

Actual 2016 Projected 2017

Mean Median Mean Median

General Increase/COLA

1.6 2.0 1.8 2.0

Merit Increase 2.7 3.0 2.8 3.0

Other Increase 0.9 0.5 0.8 0.5

Total Increase 2.8 3.0 3.0 3.0

Organizations That Budget for Promotional Increases




1.1 0.0 1.2 1.0




All Respondents




1.4 1.5 1.6 2.0




Promotional increases are not budgeted

Promotional increases are budgeted

53% 47%


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FIGURE 14 Promotional Increases

2014 2015 2016

Mean Median Mean Median Mean Median

Percentage of employees that received promotional increases

7.9% 7.0% 8.0% 7.0% -- --n=1.317 n=1,348

Percentage of promoted employees’ base salary

8.4% 8.0% 8.4% 8.0% -- --n=1,335 n=1,347

Planned spending on promotional increases as a percentage of total base salaries

1.5% 1.0% 1.5% 1.0% 1.5% 1.0%n=1,315 n=1,267 n=1,267

-- Question was not an option in the survey questionnaire.

FIGURE 14A Change in Planned Spending on Promotional Increases

More Similar Less

Planned spending on promotional increases in 2016 is … than 2015

6% 86% 8%

Estimated spending on promotional increases in 2017 will be … than 2016

4% 92% 4%

P E R C E N T O F E M P L O Y E E S R E C E I V I N G A B A S E S A L A R Y I N C R E A S E

FIGURE 15 Percent of Employees Receiving a Base Salary Increase in 2016, by Employee Category

Percent of Employees Receiving an Increase in 2016

Percent of Employees Receiving an Increase in 2016 is … than 2015

Mean Median Larger Similar Smaller

Nonexempt Hourly Nonunion 88% 95% 6% 88% 5%

Nonexempt Salaried 90% 97% 5% 88% 6%

Exempt Salaried 90% 95% 6% 88% 6%

Officers/Executives 88% 100% 6% 87% 7%


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FIGURE 16 Percent of Employees Receiving a Base Salary Increase in 2016, by Employee Category and Region

Central Eastern Southern Western


Nonexempt Hourly Nonunion 88% 95% 87% 95% 87% 95% 87% 95%

Nonexempt Salaried 89% 95% 89% 95% 89% 96% 88% 95%

Exempt Salaried 89% 95% 89% 95% 88% 95% 88% 95%

Officers/Executives 88% 100% 86% 99% 86% 99% 87% 99%

M E R I T I N C R E A S E A W A R D S

FIGURE 17 Merit Increases Awarded, by Performance Category

High Performers Middle Performers Low Performers


2015

Percentage of employees rated in this category for 2015

26% 23% 68% 70% 6% 4%

Average merit increase awarded to this 2015 performance category

3.9% 3.9% 2.7% 2.8% 0.7% 0.2%

2016

Percentage of employees estimated to be rated in this category for 2016

25% 20% 69% 70% 6% 5%

Average merit increase estimated for this 2016 performance category

4.0% 4.0% 2.7% 3.0% 0.6% 0.0%

Note: The mean distribution of the percent of employees in each performance category will total 100% or, as a result of rounding, may be very close. However, by definition, the median value for each category will move depending on the frequency of values in the dataset. Therefore, the median distribution of the percent of employees in each category will not equal 100%.


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FIGURE 17A Five-Year History of Merit Increase Differentiation

Middle Performers (Mean)

High Performers (Mean)

Differentiation Between Middle and High

Performers

2012 2.7% 3.9% 44%

2013 2.7% 4.0% 48%

2014 2.7% 4.0% 48%

2015 2.7% 3.9% 44%

2016 (estimated) 2.7% 4.0% 48%

Differentiation percentage formula: (high performer mean – middle performer mean) / middle performer mean

FIGURE 17B Relationship Between the Number of Employees Rated as High Performers and the Size of Merit Increases Awarded to High Performers

Percent of employees rated as high performers for 2015

2015 Merit Increase Award for High Performers

n Mean Median

Up to 10% of employees 265 4.0 4.0

11 to 15% of employees 166 3.9 4.0

16 to 24% of employees 306 4.0 4.0

25 to 29% of employees 147 3.9 3.9

30% or more of employees 512 3.8 3.6


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FIGURE 18 Base Pay Market Comparison Target, by Employee Category

10th Percentile

25th Percentile

50th Percentile

(median)

75th Percentile

90th Percentile

Other Percentile

No Formal Compensation

Strategy


0.4% 3.9% 85.0% 2.4% 0.1% 3.0% 5.4%

Nonexempt Salaried 0.5% 2.0% 86.9% 3.0% 0.1% 2.8% 4.7%

Exempt Salaried 0.2% 2.1% 86.5% 3.6% 0.1% 3.4% 4.2%

Officers/Executives 0.1% 1.6% 76.5% 9.2% 0.5% 4.1% 8.0%

L U M P - S U M A W A R D S ( B A S E - P A Y R E L A T E D )

A lump-sum award is defined as an increase in pay that is

made in the form of a single cash payment. Lump-sum awards

often are used in one of three circumstances:

When an employer does not want to increase the employee’s

base pay due to budget constraints

When an employee is reaching or exceeding the maximum

of his/her salary range

When an employer is trying to give the employee more

buying power at a specific point in time.

FIGURE 19 Lump-Sum Awards, by Employee Category

Percent of Companies Giving Lump-Sum Awards

Percent of Employees Receiving Lump-Sum Awards (Mean)

Nonexempt Hourly Nonunion 55% 13%

Nonexempt Salaried 56% 9%

Exempt Salaried 60% 13%

Officers/Executives 43% 20%


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An organization’s salary structure is a hierarchy of pay ranges

with established minimums and maximums. Organizations

frequently apply control points (often the midpoint) within each

salary range. The collection of those control points determines

the pay line. As a general rule, the numbers displayed in Figure

20 refer to the percent increase in the salary structure pay line

encompassing all salary range control points.

FIGURE 20 Salary Structure Increases, by Employee Category



Nonexempt Hourly Nonunion 1.8% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%(n=1,065) (n=957) (n=1,094) (n=977)

Nonexempt Salaried 2.0% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%(n=640) (n=584) (n=581) (n=526)

Exempt Salaried 2.0% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%(n=1,397) (n=1,269) (n=1,374) (n=1,229)

Officers/Executives 1.9% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%(n=1,067) (n=990) (n=1,077) (n=988)

All 1.9% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%(n=4,169) (n=3,800) (n=4,126) (n=3,720)

FIGURE 20A Actual 2016 Salary Structure Increase Data, Most Common Responses


Mean: 1.9%

Nonexempt Salaried Mean: 2.1%

Exempt Salaried Mean: 1.9%

Officers/Executives Mean: 2.1%

3.0% increase 13% 19% 14% 20%

2.5% increase 7% 8% 6% 7%

2.0% increase 33% 40% 33% 41%

0.0% increase 21% 11% 18% 9%


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FIGURE 20B Projected 2017 Salary Structure Increase Data, Most Common Responses


Mean: 2.0%

Nonexempt Salaried Mean: 2.1%

Exempt Salaried Mean: 2.0%

Officers/Executives Mean: 2.1%

3.0% increase 14% 20% 14% 21%

2.5% increase 6% 8% 6% 7%

2.0% increase 33% 40% 31% 37%

0.0% increase 19% 10% 21% 12%

FIGURE 21 Organizations Reporting No Salary Structure Increase (0%), by Employee Category

Actual 2015 Actual 2016 Projected 2017

% n % n % n

Nonexempt Hourly Nonunion 21% 1,065 21% 1,094 11% 977

Nonexempt Salaried 16% 640 18% 581 9% 526

Exempt Salaried 19% 1,397 19% 1,374 10% 1,229

Officers/Executives 23% 1,067 21% 1,077 12% 988

FIGURE 22 Number of Months Since Last Increase if No Increase Was Reported (0% or Blank) and Most Common Responses

Frequency of Responses

n Mean Median 12 months 18 months 24 months 36 months

Nonexempt Hourly Nonunion 214 21.3 15.0 36% 5% 22% 8%

Nonexempt Salaried 103 19.7 18.0 34% 9% 22% 13%

Exempt Salaried 252 20.7 15.0 36% 4% 21% 11%

Officers/Executives 206 20.7 14.0 40% 3% 21% 10%



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FIGURE 23 Salary Structure Trends

Nonexempt Hourly Nonunion Nonexempt Salaried Exempt Salaried Officers/Executives

1994 — 2.4% 2.5% 2.5%

1995 — 2.3% 2.4% 2.4%

1996 2.7% 2.8% 2.9% 3.0%

1997 2.5% 2.5% 2.7% 2.6%

1998 2.6% 2.7% 2.9% 2.7%

1999 2.6% 2.7% 2.9% 2.7%

2000 2.8% 2.8% 3.0% 2.9%

2001 3.0% 3.1% 3.2% 3.0%

2002 2.3% 2.4% 2.5% 2.4%

2003 2.0% 2.3% 2.1% 2.2%

2004 1.9% 2.0% 2.0% 2.0%

2005 2.1% 2.2% 2.2% 2.2%

2006 2.5% 2.6% 2.6% 2.7%

2007 2.5% 2.6% 2.6% 2.6%

2008 2.5% 2.5% 2.5% 2.6%

2009 1.5% 1.5% 1.5% 1.4%

2010 1.1% 1.3% 1.2% 1.2%

2011 1.4% 1.5% 1.5% 1.4%

2012 1.7% 2.1% 1.7% 1.7%

2013 1.8% 1.9% 1.9% 1.9%

2014 1.9% 1.9% 1.9% 1.9%

2015 1.8% 2.0% 2.0% 1.9%

2016 1.9% 1.9% 2.0% 2.0%

2017 Projected 2.1% 2.1% 2.1% 2.1%


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FIGURE 24 Salary Structure Increases, by Region and Employee Category

Central Eastern



Nonexempt Hourly Nonunion 1.9% 2.0% 2.1% 2.0% 1.9% 2.0% 2.1% 2.0%

Nonexempt Salaried 1.9% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%

Exempt Salaried 2.0% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%

Officers/Executives 2.0% 2.0% 2.2% 2.0% 2.0% 2.0% 2.1% 2.0%

All 1.9% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%

Southern Western



Nonexempt Hourly Nonunion 1.9% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%

Nonexempt Salaried 1.9% 2.0% 2.0% 2.0% 2.0% 2.0% 2.0% 2.0%

Exempt Salaried 2.0% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%

Officers/Executives 2.0% 2.0% 2.1% 2.0% 2.0% 2.0% 2.2% 2.0%

All 1.9% 2.0% 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%

western

southern

centraleastern


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FIGURE 25 10-Year Perspective: Salary Budget and Structure Increases


2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 projected

Nonexempt Hourly Nonunion 3.8% 3.8% 2.3% 2.4% 2.7% 2.8% 2.9% 2.9% 2.9% 3.0% 3.1%

Nonexempt Salaried 3.8% 3.8% 2.1% 2.4% 2.8% 2.9% 2.9% 3.0% 3.0% 2.9% 3.0%

Exempt Salaried 3.9% 3.9% 2.2% 2.5% 2.8% 2.9% 2.9% 3.0% 3.0% 3.0% 3.1%

Officers/Executives 4.1% 4.0% 2.0% 2.5% 2.8% 2.8% 2.9% 3.0% 3.0% 3.0% 3.1%

All 3.9% 3.9% 2.2% 2.5% 2.8% 2.8% 2.9% 3.0% 3.0% 3.0% 3.1%

Salary Structure Increases

2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 projected

Nonexempt Hourly Nonunion 2.5% 2.5% 1.5% 1.1% 1.4% 1.7% 1.8% 1.9% 1.8% 1.9% 2.1%

Nonexempt Salaried 2.6% 2.5% 1.5% 1.3% 1.5% 2.1% 1.9% 1.9% 2.0% 1.9% 2.1%

Exempt Salaried 2.6% 2.5% 1.5% 1.2% 1.5% 1.7% 1.9% 1.9% 2.0% 2.0% 2.1%


All 2.6% 2.5% 1.5% 1.2% 1.4% 1.7% 1.9% 1.9% 1.9% 1.9% 2.1%

Economic Indicators

2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 projected

Consumer Price Index (CPI) 2.6% 3.9% -0.7% 2.2% 3.2% 2.3% 1.1% 2.0% -0.2% 1.1% —

Unemployment 4.6% 4.8% 6.9% 9.7% 9.3% 8.8% 7.9% 7.0% 5.8% 5.1% —

Note: U.S. CPI as reported by U.S. Bureau of Labor Statistics (BLS) for all urban consumers for 12 months ending April 2016. Average U.S. unemployment rate as reported by BLS for labor force 16 years and over for 12 months ending April 2016 (www.bls.gov.).


1 0 - Y E A R P E R S P E C T I V E : S A L A R Y B U D G E T A N D S T R U C T U R E I N C R E A S E S UN

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FIGURE 25 10-Year Perspective: Salary Budget and Structure Increases (continued)

10

9.5

9

8.5

8

7.5

7

6.5

6

5.5

5

4.5

4

3.5

3

2.5

2

1.5

1

0.5

0

-0.5

-1


Salary Structure Increases

Economic Indicators

Consumer Price Index (CPI)

Unemployment

2007 2008 2009 2010 2011 2012 2013 2014 2015 20162017

projected


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Pay

V A R I A B L E P A Y

FIGURE 26 Use of Variable Pay

Percent of organizations … 2014 2015 2016

Using variable pay 84% 83% 84%

Not using variable pay 16% 17% 16%

FIGURE 27 Types of Variable Pay Programs

Combination awards based on both organization/unit success and individual performance

70%

Organizationwide awards 28%

Individual incentive awards 23%

Unit/strategic business unit awards 17%

FIGURE 28 Impact of Variable Pay on Base Salary Budget Recommendations


No impact 74% 77% 71% 68%

Some impact 23% 21% 27% 26%

Significant impact 3% 1% 3% 6%

Variable pay is the percentage of payroll established by

management to grant to employees for performance-based,

lump-sum, short-term cash awards during the year. Included

in this calculation are payments provided under a formal plan,

such as organizationwide awards, unit/strategic business unit

(SBU) awards and/or individual incentive awards. (Specific

salesforce incentive awards and cash awards for recognition

are excluded from the variable pay data.)


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FIGURE 29 Variable Pay Programs, 2015-2017


Nonexempt Salaried

Exempt Salaried

Officers/Executives

National Mean Median Mean Median Mean Median Mean Median

2015

Average percent budgeted 5.5% 5.0% 6.1% 5.0% 12.2% 11.6% 37.3% 35.0%

Average percent paid 5.3% 4.7% 6.2% 5.0% 12.2% 10.9% 37.5% 32.0%

Percent of employees eligible in 2015 for variable pay

89% 100% 93% 100% 82% 100% 94% 100%

Percent of eligible employees actually paid variable pay for 2015

84% 99% 89% 99% 82% 98% 91% 100%

2016


Projected percent paid 5.4% 5.0% 6.3% 5.0% 12.6% 11.8% 37.5% 34.5%

2017

Projected percent budgeted 5.5% 5.0% 6.1% 5.0% 12.3% 12.0% 36.6% 35.0%


V A R I A B L E P A Y

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FIGURE 30 2015-2017 Variable Pay Programs, by Region

Central


Nonexempt Salaried

Exempt Salaried

Officers/ Executives


2015




89% 100% 92% 100% 81% 100% 95% 100%


84% 98% 88% 99% 83% 98% 92% 100%

2016



2017


Eastern Mean Median Mean Median Mean Median Mean Median

2015




88% 100% 92% 100% 81% 100% 94% 100%


83% 98% 88% 99% 83% 98% 92% 100%

2016



2017




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Nonexempt Salaried

Exempt Salaried


Southern Mean Median Mean Median Mean Median Mean Median

2015




87% 100% 92% 100% 81% 100% 94% 100%


84% 98% 90% 99% 83% 98% 92% 100%

2016



2017


Western Mean Median Mean Median Mean Median Mean Median

2015




87% 100% 92% 100% 81% 100% 94% 100%


83% 98% 88% 99% 83% 98% 91% 100%

2016



2017


FIGURE 30 2015-2017 Variable Pay Programs, by Region (continued)


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C O M P E N S A T I O N P R E V A L E N C E

FIGURE 31 Compensation Programs Used in Past 12 Months

2012 2013 2014 2015 2016

(n=2,023) (n=2,009) (n=1,940) (n=1,931) (n=1,922)

Market adjustments/increase to base salary 69% 72% 74% 76% 76%

Sign-on/hiring bonus 66% 69% 71% 72% 73%

Employee referral bonus 62% 62% 62% 65% 66%

Spot bonus (individual) 51% 53% 54% 53% 54%

Retention/stay bonus 41% 44% 46% 49% 52%

Noncash recognition and rewards 50% 52% 51% 49% 50%

Paying above market 27% 29% 32% 33% 32%

Stock grant programs 28% 28% 29% 29% 29%

Project milestone/completion bonus 21% 24% 24% 24% 26%

Separate salary structures 19% 20% 21% 22% 23%

Exempt overtime pay or time off 20% 22% 22% 23% 20%

Special cash bonus/group incentives 21% 23% 23% 21% 20%

Stock option program 24% 22% 22% 21% 19%

Larger merit increase budgets 10% 9% 8% 8% 8%


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2016


Nonexempt Salaried

Exempt Salaried


The drop in the average figures can be partly attributed to a higher number of zero-percent responses.


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Aggregated across all Canadian employee categories, regions and industries, the average total salary

budget increase is 2.6 percent in 2016, a reduction from the

2.8 percent budgeted in 2015 and short of the 2.9 projected for this year. (See Figure C1 on page 49.)

While the average salary increase budget has shrunk by

two-tenths of a percentage point, the same as last year, the

median figure of 3.0 percent is unchanged since 2011.

The drop in the average figure can be attributed to a higher

number of zero-percent responses, particularly in the Officers/

Executives employee category, as well as fewer responses

above the 3.0 percent mark across the board. (See Figure

C4 on page 50.) The average total salary increase budget is

projected to return to 2.8 percent in 2017 with the median total

salary budget increase expected to remain firm at 3.0 percent.

The economic contraction Canada experienced in 2015

continues to dampen the economy. The economy is still

struggling from the impact of plunging oil prices that began

to weaken production in mid-2014 and led to low growth last

Canada



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year. The wildfires that raged in Alberta in May

and June 2016, the costliest natural disaster in

Canadian history, have added to the pullback

in the energy sector and may impact growth.

This uncertainty has employers cautious about

increasing budgets and opting for conservative

salary increases to attract and retain needed

talent. Labor market pressures would need

to come from multiple directions to accel-

erate wage growth.

Inflation and UnemploymentAccording to Statistics Canada’s

Consumer Price Index, inflation

in Canada was at 1.7 percent for

the 12-month period ending April

2016. That agency also reported

the average unemployment rate at

6.9 percent for the same 12-month

period. Both indicators are greater

than the United States’ figures, and

there appears to be less upward

pressure on wages in Canada, given

the economic picture.

Province DataSmall movements downward in average and

median salary increase budgets occurred

this year in most provinces, with Nunavut

reporting the largest drop, from 2.7 percent

in 2015 to 1.9 percent in 2016. Though there

were no improvements in average increase

budgets, Ontario held firm with 2.8 percent

(median: 3.0 percent).

Most provinces anticipate returns at or near

2015 levels in their average total salary budget

increases in 2017, aside from Nunavut, which

expects to grow to 2.3 percent.

Metropolitan Area DataSimilar to province data, Canadian metropolitan

areas showed some declining variance in salary

increase budgets. Calgary experienced the

greatest fall in average budget increases again

2016 at 2.3 percent (median: 2.5 percent) from

2.7 percent (median: 3.0 percent) in 2015. All

cities in Canada are planning for improvements

in 2017 total salary budget increases.

Organization Size DataSalary budget increases are greater for larger

employers again in 2016, which remain more

pronounced based on number of employees

than revenue. This is reverse of average budget

increases by employee size in the United States.

(See Figures C10 and C11 on page 55.) Those

questions yielded a variance in sample sizes, and

data corresponding to smaller sample sizes will

not have a strong statistical power and validity.

Caution should be used when interpreting these

demographic results.

Salary Structure AdjustmentsIn 2016, the average structure adjustment across

all employee categories is 1.6 percent (median:

2.0 percent), down from 1.8 percent last year

(median: 2.0 percent). Looking forward, organi-

zations are projecting an average of 1.8 percent

(median: 2.0 percent), back toward 2015 figures.

Labor market pressures

would need to come

from multiple directions to accelerate

wage growth.

CALGARY

2015

2.7%

2016

2.3%

EDMONTON

2015

2.6%

2016

2.3%


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FIGURE C1 Salary Budget Increases, by Type of Increase



General Increase/COLA 1.4% 1.5% 1.4% 1.5% 1.3% 1.0% 1.1% 1.0% 1.3% 1.4%(n=206) (n=222) (n=199) (n=204) (n=172)

Merit Increase 2.7% 3.0% 2.6% 3.0% 2.7% 3.0% 2.5% 2.8% 2.6% 3.0%(n=1,139) (n=1,192) (n=1,091) (n=1,237) (n=1,171)

Other Increase 0.8% 0.5% 0.6% 0.5% 0.7% 0.5% 0.8% 0.5% 0.7% 0.5%(n=266) (n=266) (n=233) (n=359) (n=319)

Total Increase 3.0% 3.0% 2.8% 3.0% 2.9% 3.0% 2.6% 3.0% 2.8% 3.0%(n=1,223) (n=1,271) (n=1,175) (n=1,347) (n=1,245)


FIGURE C2 Total Salary Budget Increases, by Employee Category

Salary Budget Increases (zeros included)



Nonmanagement Hourly Nonunion

2.8% 3.0% 2.8% 3.0% 2.8% 3.0% 2.6% 3.0% 2.8% 3.0%

Nonmanagement Salaried

3.0% 3.0% 2.8% 3.0% 2.9% 3.0% 2.7% 3.0% 2.8% 3.0%

Management Salaried 3.0% 3.0% 2.8% 3.0% 2.9% 3.0% 2.7% 3.0% 2.9% 3.0%


All 3.0% 3.0% 2.8% 3.0% 2.9% 3.0% 2.6% 3.0% 2.8% 3.0%

Salary Budget Increases (zeros not included)




2.9% 3.0% 2.9% 3.0% 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%


3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%

Management Salaried 3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 2.9% 3.0% 2.9% 3.0%


All 3.1% 3.0% 3.0% 3.0% 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%




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FIGURE C3 Number of Months Between Increases




12.2 12.0 11.8 12.0 12.6 12.0 12.7 12.0


12.3 12.0 12.0 12.0 12.5 12.0 12.5 12.0

Management Salaried 12.3 12.0 12.0 12.0 12.6 12.0 12.5 12.0

Officers/Executives 12.4 12.0 12.3 12.0 12.7 12.0 12.6 12.0

All 12.3 12.0 12.0 12.0 12.6 12.0 12.6 12.0

FIGURE C4 Distribution of Total Salary Budget Increase Responses, Actual 2015 vs. Actual 2016

Zero (0%) 0.1%-1.9% 2.0%-2.9% 3.0%-4.0% 4.1%-6.9% 7.0%+

2015 2016 2015 2016 2015 2016 2015 2016 2015 2016 2015 2016


3% 8% 5% 7% 33% 31% 59% 49% 3% 4% 0% 0%


4% 6% 3% 6% 31% 31% 59% 54% 4% 3% 1% 0%

Management Salaried 4% 6% 4% 6% 31% 30% 59% 55% 4% 2% <1% <1%

Officers/Executives 10% 11% 5% 6% 35% 32% 49% 48% 3% 3% 1% <1%



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FIGURE C5 Salary Budget Trends



Management Salaried Officers/Executives

1985 — 5.2% 5.5% 5.8%

1986 — 5.1% 5.6% 5.8%

1987 — 4.9% 5.1% 5.2%

1988 — 5.4% 5.8% 6.0%

1989 — 5.8% 5.9% 6.0%

1990 — 6.2% 6.3% 6.4%

1991 — 5.5% 5.5% 5.5%

1992 — 3.7% 3.6% 3.3%

1993 — 2.5% 2.4% 2.3%

1994 — 2.1% 2.1% 2.1%

1995 — 2.4% 2.3% 2.5%

1996 2.7% 3.0% 3.0% 3.3%

1997 2.8% 3.0% 3.0% 3.3%

1998 3.3% 3.7% 3.9% 4.1%

1999 3.1% 3.6% 3.7% 3.6%

2000 3.5% 3.8% 3.9% 4.1%

2001 3.5% 4.1% 4.2% 4.4%

2002 3.2% 3.5% 3.6% 3.8%

2003 3.2% 3.5% 3.5% 4.0%

2004 3.2% 3.4% 3.4% 3.7%

2005 3.4% 3.5% 3.4% 3.5%

2006 3.7% 3.8% 3.8% 4.0%

2007 3.6% 4.0% 4.0% 4.1%

2008 3.8% 3.8% 3.9% 3.9%

2009 2.5% 2.5% 2.4% 2.2%

2010 2.5% 2.6% 2.7% 2.6%

2011 2.9% 3.1% 3.0% 2.9%

2012 3.0% 3.0% 3.0% 3.0%

2013 2.9% 2.9% 3.0% 2.9%

2014 2.8% 3.0% 3.0% 3.0%

2015 2.8% 2.8% 2.8% 2.7%

2016 2.6% 2.7% 2.7% 2.6%

2017 Projected 2.8% 2.8% 2.9% 2.8%



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FIGURE C6 10-Year Perspective: Salary Budget Increases and CPI


2007 2008 2009 2010 2011 2012 2013 2014 2015 20162017

Projected


3.6% 3.8% 2.5% 2.5% 2.9% 3.0% 2.9% 2.8% 2.8% 2.6% 2.8%

Nonmanagement Salaried 4.0% 3.8% 2.5% 2.6% 3.1% 3.0% 2.9% 3.0% 2.8% 2.7% 2.8%

Management Salaried 4.0% 3.9% 2.4% 2.7% 3.0% 3.0% 3.0% 3.0% 2.8% 2.7% 2.9%


2007 2008 2009 2010 2011 2012 2013 2014 2015 20162017

Projected

Consumer Price Index (CPI) 2.2% 1.7% 0.4% 1.8% 3.3% 2.0% 0.4% 2.0% 0.8% 1.7% –

Note: Canadian CPI as reported by Statistics Canada for the 12 months ending April 2016 (www.statcan.ca).



Management Salaried

Officers/Executives

Economic Indicators

Consumer Price Index

2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 projected

4.5

4.0

3.5

3.0

2.5

2.0

1.5

1.0

0.5

0.0



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FIGURE C7 Total Salary Budget Increases, by Province



National 2.8% 3.0% 2.9% 3.0% 2.6% 3.0% 2.8% 3.0%

Alberta 2.7% 3.0% 2.9% 3.0% 2.4% 2.8% 2.7% 3.0%

British Columbia 2.8% 3.0% 2.7% 3.0% 2.6% 3.0% 2.8% 3.0%

Manitoba 2.7% 3.0% 2.7% 3.0% 2.5% 2.8% 2.7% 3.0%

New Brunswick 2.7% 2.8% 2.7% 3.0% 2.5% 2.7% 2.7% 2.9%

Newfoundland 2.7% 2.8% 2.7% 3.0% 2.5% 2.7% 2.6% 2.7%

Northwest Territories 2.7% 3.0% 2.5% 2.6% 2.4% 2.5% 2.7% 2.5%

Nova Scotia 2.7% 3.0% 2.8% 3.0% 2.5% 2.7% 2.6% 2.8%

Nunavut 2.7% 2.6% 2.7% 2.6% 1.9% 2.1% 2.3% 2.2%

Ontario 2.8% 3.0% 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%

Prince Edward Island 2.6% 2.5% 2.6% 3.0% 2.4% 2.5% 2.5% 2.5%

Quebec 2.9% 3.0% 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%

Saskatchewan 2.7% 3.0% 2.7% 3.0% 2.5% 2.8% 2.7% 3.0%

Yukon 2.7% 3.0% 2.3% 2.5% 2.4% 2.5% 2.6% 2.5%

FIGURE C8 Total Salary Budget Increases, by Major Metropolitan Area



National 2.8% 3.0% 2.9% 3.0% 2.6% 3.0% 2.8% 3.0%

Calgary 2.7% 3.0% 2.8% 3.0% 2.3% 2.5% 2.6% 3.0%

Edmonton 2.6% 3.0% 2.8% 3.0% 2.3% 2.7% 2.6% 3.0%

Hamilton 2.6% 3.0% 2.7% 3.0% 2.5% 2.7% 2.7% 2.8%

Montreal 2.9% 3.0% 3.0% 3.0% 2.8% 3.0% 3.0% 3.0%

Ottawa 2.9% 3.0% 2.9% 3.0% 2.8% 3.0% 3.0% 3.0%

Quebec 2.7% 3.0% 2.8% 3.0% 2.7% 3.0% 2.8% 3.0%

Toronto 2.8% 3.0% 2.9% 3.0% 2.8% 3.0% 3.0% 3.0%

Vancouver 2.7% 3.0% 2.6% 3.0% 2.7% 2.9% 2.9% 3.0%

Winnipeg 2.7% 3.0% 2.6% 3.0% 2.5% 2.8% 2.7% 3.0%



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FIGURE C9 Total Salary Budget Increases, by Major Industry Grouping



All Industries 2.6% 3.0% 2.8% 3.0%

Accommodation and Food Services 2.7% 3.0% 2.7% 3.0%

Administrative and Support and Waste Management and Remediation Services

2.5% 2.5% 2.7% 3.0%

Agriculture, Forestry, Fishing and Hunting — — — —

Arts, Entertainment & Recreation — — — —

Construction 2.4% 2.8% 2.5% 2.8%

Educational Services 2.0% 2.0% 2.3% 3.0%

Finance and Insurance 2.6% 2.8% 2.6% 2.8%

Health Care and Social Assistance 2.2% 2.0% 2.8% 3.0%

Information 3.1% 3.0% 3.2% 3.0%

Manufacturing 2.8% 3.0% 3.0% 3.0%

Mining, Quarrying, and Oil and Gas Extraction

0.6% 0.0% 2.0% 2.0%

Professional, Scientific, and Technical Services (includes Consulting)

3.1% 3.0% 3.3% 3.0%

Public Administration — — — —

Real Estate and Rental and Leasing 2.6% 3.0% 3.0% 3.0%

Retail Trade 2.7% 3.0% 2.7% 3.0%

Telecommunications 2.6% 2.7% 3.0% 3.0%

Transportation and Warehousing 2.2% 2.0% 2.7% 2.5%

Utilities 2.3% 2.5% 2.6% 3.0%

Wholesale Trade 2.7% 3.0% 2.8% 3.0%

Other Services (except Public Administration)

2.5% 2.5% 2.4% 2.2%

— Fewer than 5 responses.



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FIGURE C10 Total Salary Budget Increases, by Organization Size

Number of Employees



1-499 2.6% 2.5% 2.7% 2.5% 2.4% 2.5% 2.4% 2.5%

500-2,499 2.9% 3.0% 3.0% 3.0% 2.4% 2.6% 2.8% 3.0%

2,500-9,999 2.8% 3.0% 2.9% 3.0% 2.7% 3.0% 3.0% 3.0%

10,000-19,999 2.9% 3.0% 2.9% 3.0% 2.7% 3.0% 2.9% 3.0%

20,000+ 2.8% 3.0% 2.8% 3.0% 2.7% 3.0% 2.8% 3.0%

FIGURE C11 Total Salary Budget Increases, by Revenue

2015 Revenue



Up to $30 million 2.4% 2.5% 2.5% 2.5% 2.5% 2.8% 2.6% 2.5%




More than $600 million to $1 billion 2.8% 3.0% 2.9% 3.0% 2.2% 2.6% 2.5% 3.0%





More than $10 billion 2.7% 2.9% 2.7% 3.0% 2.7% 3.0% 2.7% 3.0%


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FIGURE C12 Salary Structure Increases, by Employee Category




1.8% 2.0% 2.0% 2.0% 1.6% 2.0% 1.9% 2.0% (n=142) (n=132) (n=169) (n=152)


1.8% 2.0% 2.0% 2.0% 1.6% 2.0% 1.8% 2.0% (n=234) (n=212) (n=249) (n=221)

Management Salaried 1.8% 2.0% 2.0% 2.0% 1.6% 2.0% 1.9% 2.0% (n=257) (n=238) (n=284) (n=250)

Officers/Executives 1.6% 2.0% 1.9% 2.0% 1.4% 1.9% 1.7% 2.0% (n=150) (n=137) (n=168) (n=152)

All 1.8% 2.0% 2.0% 2.0% 1.6% 2.0% 1.8% 2.0% (n=783) (n=719) (n=870) (n=775)

FIGURE C13 Number of Months Since Last Salary Structure Increase if No Increase Was Reported (0% or Blank)

n Mean Median

Nonmanagement Hourly Nonunion 41 18.3 15.0

Nonmanagement Salaried 56 19.7 15.0

Management Salaried 63 20.9 15.0

Officers/Executives 48 19.7 15.0


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In 2016, most countries report minor declines ( ) in the size of planned pay increases, with one country increasing salary increase budgets ( ) and three with no growth.

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2.6%

CANADA

7.9%

BRAZIL2015 7.5%

2015 2.8%

4.4%

MEXICO2015 4.5%

3.0%

UNITED STATES2015 3.0%

Global


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Most countries are planning for minor adjustments to their 2017 total salary increase budgets, with India

again anticipated to remain the leader in expected salary increase growth.

International Salary Budget IncreasesThe “WorldatWork 2016–2017 Salary Budget Survey” studies

19 countries, and among all countries there was almost no

change in the growth reported from a year ago.

India maintains the largest salary increase budget of all

countries surveyed, with an average budget increase of 10.1

percent (median: 10.6 percent), despite a four-tenths of a


2.9%

UNITED KINGDOM

2.1%

SWITZERLAND

10.1%

INDIA

2.5%

FRANCE

3.2%

AUSTRALIA2015 3.4%

7.0%

CHINA

2.6%

JAPAN

3.9%

SINGAPORE

2.2%

BELGIUM2015 2.4%

2015 2.2%

2015 7.8%

2015 2.6%

2015 2.7%

2015 3.0%

2015 8.6%

2015 2.8%

2.9%

GERMANY

2015 10.5%

7.6%

RUSSIA

2.7%

NETHERLANDS2015 2.9%

2015 4.4%

2015 2.5%

2.4%

SPAIN

2015 3.0%

2.7%

SWEDEN

2.7%

ITALY2015 2.7%



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percentage point fall from 10.5 percent (median:

11.0 percent) in 2015.

Brazil reported the only growth in average

2016 total salary budget increase at 7.9 percent

(median: 8.0 percent), up from 7.5 percent

(median: 7.8 percent) last year, and expects a

slight rise to 8.0 percent, mean and median, in

2017. India and Brazil have retained the largest

increases since WorldatWork expanded its data

collection in 2012.

Russia and China also continue as leaders,

alongside India and Brazil, with the largest

average increase budgets in 2016, aver-

aging total salary increase of 7.6 percent

(median: 8.0 percent) and 7.0 percent (median:

7.9 percent), respectively. In its second year of

data collection by WorldatWork, Russia expe-

rienced the greatest drop in average budget

increases this year, where it fell by 1 percentage

point, but is also anticipating the largest growth

in 2017 to 8.3 percent (median: 8.1 percent). As

China’s economic growth has declined in the

past few years, the growth of its average salary

budget increase has continued to shrink as

well — this year by eight-tenths of a percentage

point. It is projecting a moderate upswing to

7.3 percent (median: 8.0 percent) in 2017.

Most countries are planning for minor adjust-

ments to their 2017 total salary increase budgets,

with India again anticipated to remain the leader

in expected salary increase growth.

A wide variety of country-specific factors

contribute to the variance in international data, as

well as the global economic picture. International

markets have been increasingly volatile, and new

concerns regarding the long-term stability of the

European Union continues to add uncertainty to

the outlook of the global economy. Given that

organizations in most countries continue to

budget for salary budget increases at conser-

vative levels, it’s unlikely that widespread

adjustments in projected 2017 budgeted will be

needed as a result of new concerns — unless

there are significant shifts in individual markets

that result in financial constraints for organiza-

tions and/or changes in their abilities to attract

and retain talent.

Mandatory Pay IncreasesThere are many factors that contribute to salary

budget planning trends. And, those factors

can vary as much from country to country

as the salary budget increase figures. One

The “WorldatWork Salary Budget Survey” has histor-

ically collected, analyzed and reported salary budget

increase data for the United States and Canada.

Strategic Rewards Group’s merit and inflation survey has

also been republished in the Salary Budget Survey for

years, addressing the demand for international data for

70 countries. Increasingly though, U.S.-based organiza-

tions, interested in benchmarking global pay practices,

have sought data that mirror WorldatWork’s types of

data and employee categories.

2012 was the first year WorldatWork reported salary budget increase data for 11 countries in addition to the U.S. and Canada. Only core salary budget data were collected. Secondary data, such as salary structure adjustments and variable pay budgets, were gathered only from U.S. organizations. Based on feedback from survey users, six additional countries have since been added to the survey.

This year, nearly 2,600 responses were received for the surveyed countries outside of the U.S. and Canada.

There are 19 countries for which both WorldatWork and Strategic Rewards Group data are presented:

Australia

Belgium

Brazil

Canada

China

France

Germany

India

Italy

Japan

Mexico

Netherlands

Russia

Singapore

Spain

Sweden

Switzerland

United Kingdom

United States

BRAZIL REPORTED THE ONLY GROWTH

IN AVERAGE TOTAL SALARY

BUDGET INCREASE

2016

7.9%

2015

7.5%



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important consideration is whether a country

requires pay increases. Some countries require

annual increases for only those employees

earning minimum wage. Others have statutory

requirements for base pay increases that are not

performance based. One of the more common

scenarios is that the government does not mandate

a pay increase outside of a collective-bargaining

agreement, but when union membership applies,

an annual contract negotiation and/or pay increase

can be required.

Mandated pay increases do not necessarily

inflate salary increase budgets if the size of the

planned pay increase meets the statutory or

collective-bargaining requirement. So even in

countries that have requirements, there wouldn’t

necessarily be an impact on total salary budget

increase figures.

Furthermore, data were collected by type

of pay increase and survey respondents were

not advised during participation on where to

report mandatory pay increases. Mandatory pay

increases may be included in the general increase/

Cost-of-Living Adjustment (COLA), merit increase

and/or other increase figures if applicable for a

specific country.

Data by Type of Pay IncreasePrevalent across all countries’ surveys, there

appears to be a focus on programs that tie

performance to pay. In general, merit increase

budgets represent the highest budgeted amount

in most countries. Brazil is the exception, where

the general increase of 7.4 percent (median:

8.0 percent) is higher than the merit increase

budgeted of 5.1 percent (median: 5.5 percent).

(See Figures G1a and G1b on pages 64-68.)

Data by Employee CategoryInternational data gathered by WorldatWork

were aggregated using WorldatWork’s method

of collecting and report salary budget increases

by employee category. When comparing data

by employee category, the differences are fairly

minor for most countries. (See Figures G2a and

G2b on pages 69-74.)

This lack of differentiation for some categories

may be due to United States-based respondents

submitting the same value for all employee

categories because they have limited access to

international budget figures for their organiza-

tion. WorldatWork continues to monitor this data

for any trends.

Notes about Global DataDiscrepancies can occur between the Strategic

Rewards Group’s merit and inflation survey,

which for years has been published with the

Salary Budget Survey, and WorldatWork data.

Those discrepancies are due to differences

in methodologies, particularly the handling of

zero-percent responses, as well as differences in

sample sizes. As a default, WorldatWork includes

zero-percent responses in the analysis of all data;

Strategic Rewards Group excludes zero-percent

responses. In order to allow for easier comparison

of all international data contained in this report,

WorldatWork’s international tables are presented

both with and without zero-percent responses.

For the best comparison between WorldatWork

and Strategic Rewards Group, please compare the

general increase/COLA and merit increase rows

of Figure G1b through Figure G4. In Figure G4, the

planned increase average columns include both

the average merit increase and the average infla-

tion-based pay increase. (Please see Methodology

section on page 7 and the notes after Figure G4 on

page 78 for future explanation.)

While WorldatWork reports aggregated data

for as few as five organizations within a country,

data corresponding to larger sample sizes will

have stronger statistical power and validity. Some

caution should be exercised when using data

points contained in this report that have been

aggregated from relatively few respondents.

Unlimited, customized reports for the U.S. and

Canada can be run through the “Online Reporting

Tool.” (See page 6 for instructions.) In 2016,

WorldatWork did not receive enough responses

from any other country to support user-cus-

tomized cuts of data from an online database.

WorldatWork hopes to increase the number for all

countries to expand the coverage of the “Online

Reporting Tool.”


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G L O B A L T O T A L S A L A R Y B U D G E T I N C R E A S E T R E N D S

Japan Mexico Netherlands Russia Singapore

Australia Belgium Brazil Canada

2013

2014

2015

2016

2017 (projected)

3.7%

2.4%

4.4%

2.8%

8.6%

2.7%

6.8%

2.9%

3.3%

2.8%

4.7%

2.8%

8.3%

4.2% 4.1%

2.3%

8.0%

2.8%


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Spain Sweden Switzerland U.K. United States

China France Germany India Italy

8.2%

2.7%2.9%

10.5%

2.8%

2.4%2.8%

2.4%2.8%

2.3% 2.3%

2.9% 3.0% 2.9%3.1%

7.3%

2.6%

3.0%

10.2%

2.7%


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FIGURE G1A Salary Budget Increases, by Type of Increase (zeros included)

Type of Increase



Australia

General Increase/COLA 1.7% 0.5% 1.3% 0.0% 1.1% 0.0%

Merit Increase 3.2% 3.5% 3.0% 3.2% 3.1% 3.1%

Other Increase 0.7% 0.5% 0.6% 0.5% 0.5% 0.5%

Total Increase 3.4% 3.6% 3.2% 3.4% 3.3% 3.4%

Belgium


Merit Increase 2.2% 2.5% 2.0% 2.2% 2.2% 2.3%

Other Increase 0.7% 0.6% 0.5% 0.4% 0.5% 0.5%

Total Increase 2.4% 2.5% 2.2% 2.4% 2.3% 2.4%

Brazil


Merit Increase 5.3% 6.5% 5.1% 5.5% 5.4% 7.0%

Other Increase 3.5% 1.2% 4.3% 3.3% 5.0% 6.2%

Total Increase 7.5% 7.8% 7.9% 8.0% 8.0% 8.0%

FIGURE G1 Number of 2016 Salary Budget Increase Responses, by Country

General Increase/ COLA Merit Increase Other Increase Total Increase

Australia 60 420 134 443

Belgium 50 221 64 236

Brazil 100 321 134 374

Canada 204 1,237 359 1,347

China 66 577 153 601

France 49 412 140 434

Germany 46 491 144 507

India 62 480 131 505

Italy 35 292 90 305

Japan 43 356 119 370

Mexico 41 473 106 492

Netherlands 36 327 80 333

Russia 17 161 45 167

Singapore 47 431 115 442

Spain 35 300 91 321

Sweden 16 176 49 189

Switzerland 17 238 51 242

United Kingdom 76 740 234 772

United States 1,011 5,802 1,691 6,288



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Type of Increase



Canada


Merit Increase 2.6% 3.0% 2.5% 2.8% 2.6% 3.0%

Other Increase 0.6% 0.5% 0.8% 0.5% 0.7% 0.5%

Total Increase 2.8% 3.0% 2.6% 3.0% 2.8% 3.0%

China


Merit Increase 7.5% 8.0% 6.6% 7.4% 6.9% 7.5%

Other Increase 1.2% 0.5% 1.2% 1.0% 1.2% 1.0%

Total Increase 7.8% 8.0% 7.0% 7.9% 7.3% 8.0%

France


Merit Increase 2.6% 2.6% 2.2% 2.5% 2.5% 2.5%

Other Increase 0.6% 0.5% 0.7% 0.5% 0.8% 0.5%

Total Increase 2.7% 2.8% 2.5% 2.6% 2.6% 2.6%

Germany


Merit Increase 2.8% 3.0% 2.7% 3.0% 2.8% 3.0%

Other Increase 0.6% 0.5% 0.7% 0.5% 0.7% 0.5%

Total Increase 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

India


Merit Increase 10.0% 10.6% 9.4% 10.5% 9.6% 10.5%

Other Increase 1.7% 1.0% 1.6% 1.0% 1.7% 1.0%

Total Increase 10.5% 11.0% 10.1% 10.6% 10.2% 10.6%

Italy


Merit Increase 2.5% 2.5% 2.4% 2.5% 2.5% 2.5%

Other Increase 0.6% 0.5% 0.8% 0.5% 0.8% 0.5%

Total Increase 2.7% 2.8% 2.7% 2.7% 2.7% 2.7%

Japan


Merit Increase 2.4% 2.5% 2.3% 2.4% 2.5% 2.5%

Other Increase 0.7% 0.5% 0.7% 0.5% 0.7% 0.5%

Total Increase 2.6% 2.5% 2.6% 2.5% 2.8% 2.5%

Mexico


Merit Increase 4.3% 4.5% 4.1% 4.5% 4.4% 4.5%

Other Increase 1.2% 0.5% 1.0% 0.5% 1.0% 0.5%

Total Increase 4.5% 4.5% 4.4% 4.5% 4.7% 4.6%

Netherlands


Merit Increase 2.7% 2.8% 2.5% 2.7% 2.6% 2.8%

Other Increase 0.6% 0.5% 0.5% 0.5% 0.6% 0.5%

Total Increase 2.9% 3.0% 2.7% 2.9% 2.8% 3.0%

FIGURE G1A Salary Budget Increases, by Type of Increase (zeros included) (continued)




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Type of Increase



Russia

General Increase/COLA* 6.1% 6.0% 3.6% 5.0% 7.5% 7.0%

Merit Increase 8.2% 8.0% 6.8% 8.0% 7.6% 8.0%

Other Increase 1.3% 0.5% 2.4% 1.0% 1.3% 1.0%

Total Increase 8.6% 8.0% 7.6% 8.0% 8.3% 8.1%

Singapore


Merit Increase 4.1% 4.3% 3.7% 4.0% 3.8% 4.0%

Other Increase 0.7% 0.5% 0.7% 0.5% 0.6% 0.5%

Total Increase 4.4% 4.4% 3.9% 4.2% 4.1% 4.2%

Spain


Merit Increase 2.3% 2.3% 2.2% 2.2% 2.2% 2.2%

Other Increase 0.7% 0.5% 0.7% 0.5% 0.7% 0.5%

Total Increase 2.5% 2.5% 2.4% 2.3% 2.4% 2.3%

Sweden


Merit Increase 2.6% 2.8% 2.5% 2.8% 2.6% 2.8%

Other Increase 0.6% 0.5% 0.9% 0.5% 0.9% 0.5%

Total Increase 2.8% 2.9% 2.7% 2.9% 2.8% 2.9%

Switzerland


Merit Increase 2.1% 2.0% 2.0% 2.0% 2.1% 2.0%

Other Increase 0.5% 0.5% 0.6% 0.5% 0.5% 0.5%

Total Increase 2.2% 2.2% 2.1% 2.1% 2.3% 2.2%

United Kingdom


Merit Increase 2.8% 3.0% 2.7% 3.0% 2.8% 3.0%

Other Increase 0.6% 0.5% 0.8% 0.5% 0.7% 0.5%

Total Increase 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

United States


Merit Increase 2.8% 3.0% 2.7% 3.0% 2.9% 3.0%

Other Increase 0.7% 0.5% 0.9% 0.5% 0.8% 0.5%

Total Increase 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%


*This data may represent a small sample size of less than 30 responses. Please refer to figure G1.

FIGURE G1A Salary Budget Increases, by Type of Increase (zeros included) (continued)



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FIGURE G1B Salary Budget Increases, by Type of Increase (zeros NOT included)

Type of Increase



Australia


Merit Increase 3.4% 3.5% 3.2% 3.3% 3.2% 3.3%

Other Increase 0.8% 0.5% 0.7% 0.5% 0.7% 0.5%

Total Increase 3.6% 3.7% 3.4% 3.5% 3.4% 3.5%

Belgium


Merit Increase 2.3% 2.5% 2.1% 2.2% 2.3% 2.3%

Other Increase 0.8% 0.7% 0.5% 0.5% 0.5% 0.5%

Total Increase 2.6% 2.5% 2.2% 2.4% 2.4% 2.5%

Brazil


Merit Increase 5.7% 6.8% 6.0% 7.0% 5.8% 7.0%

Other Increase 4.5% 6.3% 5.2% 6.5% 5.6% 6.5%

Total Increase 7.6% 7.8% 8.3% 8.1% 8.3% 8.0%

Canada


Merit Increase 2.7% 3.0% 2.7% 3.0% 2.7% 3.0%

Other Increase 0.9% 0.5% 0.9% 0.5% 0.9% 0.5%

Total Increase 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%

China


Merit Increase 7.6% 8.0% 6.9% 7.5% 7.0% 7.5%

Other Increase 1.3% 0.7% 1.4% 1.0% 1.4% 1.0%

Total Increase 7.8% 8.0% 7.1% 8.0% 7.3% 8.0%

France


Merit Increase 2.7% 2.7% 2.4% 2.5% 2.5% 2.5%

Other Increase 0.6% 0.5% 0.8% 0.5% 0.8% 0.5%

Total Increase 2.8% 2.8% 2.6% 2.7% 2.7% 2.7%

Germany


Merit Increase 2.9% 3.0% 2.8% 3.0% 2.8% 3.0%

Other Increase 0.6% 0.5% 0.8% 0.5% 0.8% 0.5%

Total Increase 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

India


Merit Increase 10.2% 10.7% 9.7% 10.5% 9.8% 10.5%

Other Increase 1.8% 1.0% 1.9% 1.0% 1.9% 1.0%

Total Increase 10.6% 11.0% 10.2% 10.6% 10.4% 10.6%

Italy


Merit Increase 2.5% 2.6% 2.5% 2.5% 2.6% 2.5%

Other Increase 0.7% 0.5% 0.8% 0.5% 0.9% 0.5%

Total Increase 2.8% 2.8% 2.8% 2.8% 2.8% 2.7%

Japan


Merit Increase 2.4% 2.5% 2.4% 2.5% 2.5% 2.5%

Other Increase 0.7% 0.5% 0.8% 0.5% 0.8% 0.5%

Total Increase 2.6% 2.5% 2.6% 2.5% 2.8% 2.5%




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FIGURE G1B Salary Budget Increases, by Type of Increase (zeros NOT included) (continued)

Type of Increase



Mexico


Merit Increase 4.4% 4.5% 4.3% 4.5% 4.4% 4.5%

Other Increase 1.5% 0.8% 1.1% 0.5% 1.1% 0.5%

Total Increase 4.6% 4.5% 4.5% 4.5% 4.7% 4.6%

Netherlands


Merit Increase 2.7% 2.8% 2.6% 2.7% 2.7% 2.8%

Other Increase 0.7% 0.5% 0.6% 0.5% 0.6% 0.5%

Total Increase 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%

Russia


Merit Increase 8.2% 8.0% 7.7% 8.0% 7.9% 8.0%

Other Increase 1.5% 0.5% 2.5% 1.0% 1.4% 1.0%

Total Increase 8.7% 8.0% 8.3% 8.2% 8.7% 8.2%

Singapore


Merit Increase 4.2% 4.3% 3.9% 4.0% 3.9% 4.0%

Other Increase 0.8% 0.6% 0.8% 0.5% 0.7% 0.5%

Total Increase 4.4% 4.4% 4.1% 4.3% 4.2% 4.3%

Spain


Merit Increase 2.4% 2.3% 2.3% 2.2% 2.2% 2.2%

Other Increase 0.8% 0.5% 0.7% 0.5% 0.7% 0.5%

Total Increase 2.5% 2.5% 2.5% 2.4% 2.5% 2.3%

Sweden


Merit Increase 2.7% 2.8% 2.6% 2.8% 2.6% 2.8%

Other Increase 0.7% 0.5% 1.0% 0.5% 0.9% 0.5%

Total Increase 2.9% 2.9% 2.8% 2.9% 2.9% 2.9%

Switzerland


Merit Increase 2.2% 2.1% 2.1% 2.0% 2.1% 2.0%

Other Increase 0.6% 0.5% 0.7% 0.5% 0.6% 0.5%

Total Increase 2.3% 2.2% 2.2% 2.1% 2.3% 2.2%

United Kingdom


Merit Increase 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%

Other Increase 0.6% 0.5% 0.9% 0.5% 0.8% 0.5%

Total Increase 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%

United States


Merit Increase 2.9% 3.0% 2.9% 3.0% 2.9% 3.0%

Other Increase 0.9% 0.5% 1.0% 0.5% 0.9% 0.5%

Total Increase 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%





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FIGURE G2A Total Salary Budget Increases, by Employee Category (zeros included)

Employee Category



Australia

NHN 3.5% 3.8% 3.0% 3.3% 3.3% 3.5%

NS 3.4% 3.6% 3.2% 3.4% 3.3% 3.3%

MS 3.4% 3.5% 3.2% 3.4% 3.3% 3.5%

OE 3.4% 3.5% 3.3% 3.5% 3.3% 3.3%

All 3.4% 3.6% 3.2% 3.4% 3.3% 3.4%

Belgium

NHN 2.3% 2.5% 2.2% 2.4% 2.4% 2.4%

NS 2.4% 2.5% 2.2% 2.4% 2.3% 2.4%

MS 2.5% 2.5% 2.2% 2.4% 2.3% 2.4%

OE* 2.6% 2.7% 2.0% 2.1% 2.2% 2.5%

All 2.4% 2.5% 2.2% 2.4% 2.3% 2.4%

Brazil

NHN 7.9% 8.0% 8.0% 8.5% 8.1% 8.3%

NS 7.4% 7.8% 7.9% 8.0% 7.9% 8.0%

MS 7.5% 7.8% 7.9% 8.0% 8.0% 8.0%

OE 7.4% 7.6% 7.7% 8.3% 8.1% 8.0%

All 7.5% 7.8% 7.9% 8.0% 8.0% 8.0%

FIGURE G2 Number of 2016 Total Salary Budget Increase Responses, by Employee Category

NHN NS MS OE All

Australia 68 151 155 69 443

Belgium 38 86 84 28 236

Brazil 60 127 133 54 374

Canada 277 382 424 264 1,347

China 98 204 211 88 601

France 63 154 153 64 434

Germany 77 168 177 85 507

India 66 182 179 78 505

Italy 44 111 110 40 305

Japan 57 124 129 60 370

Mexico 90 167 174 61 492

Netherlands 46 122 117 48 333

Russia 17 65 65 20 167

Singapore 61 153 157 71 442

Spain 45 119 117 40 321

Sweden 30 67 71 21 189

Switzerland 35 84 86 37 242

United Kingdom 111 250 260 151 772

United States 1,652 857 2,008 1,771 6,288




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FIGURE G2A Total Salary Budget Increases, by Employee Category (zeros included) (continued)

Employee Category



Canada

NHN 2.8% 3.0% 2.6% 3.0% 2.8% 3.0%

NS 2.8% 3.0% 2.7% 3.0% 2.8% 3.0%

MS 2.8% 3.0% 2.7% 3.0% 2.9% 3.0%

OE 2.7% 3.0% 2.6% 3.0% 2.8% 3.0%

All 2.8% 3.0% 2.6% 3.0% 2.8% 3.0%

China

NHN 8.0% 8.0% 7.1% 8.0% 7.3% 8.0%

NS 7.8% 8.0% 7.0% 7.9% 7.2% 8.0%

MS 7.7% 8.0% 6.9% 7.7% 7.3% 8.0%

OE 7.7% 8.0% 7.0% 8.0% 7.3% 8.0%

All 7.8% 8.0% 7.0% 7.9% 7.3% 8.0%

France

NHN 2.8% 2.8% 2.4% 2.5% 2.7% 2.7%

NS 2.8% 2.8% 2.5% 2.6% 2.6% 2.6%

MS 2.8% 2.8% 2.5% 2.6% 2.6% 2.7%

OE 2.5% 2.5% 2.4% 2.5% 2.7% 2.6%

All 2.7% 2.8% 2.5% 2.6% 2.6% 2.6%

Germany

NHN 3.1% 3.0% 2.9% 3.0% 3.0% 3.0%

NS 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

MS 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

OE 2.7% 3.0% 2.9% 3.0% 2.9% 3.0%

All 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

India

NHN 11.0% 11.0% 9.9% 10.7% 10.3% 10.6%

NS 10.5% 11.0% 10.1% 10.6% 10.2% 10.6%

MS 10.5% 11.0% 9.9% 10.5% 10.1% 10.6%

OE 10.3% 11.0% 10.4% 10.9% 10.5% 10.8%

All 10.5% 11.0% 10.1% 10.6% 10.2% 10.6%

Italy

NHN 2.9% 2.9% 2.8% 2.7% 2.7% 2.7%

NS 2.7% 2.7% 2.7% 2.7% 2.7% 2.7%

MS 2.8% 2.8% 2.7% 2.7% 2.7% 2.7%

OE 2.6% 2.8% 2.5% 2.7% 2.6% 2.5%

All 2.7% 2.8% 2.7% 2.7% 2.7% 2.7%

Japan

NHN 2.4% 2.5% 2.6% 2.5% 2.8% 2.5%

NS 2.6% 2.5% 2.6% 2.5% 2.7% 2.5%

MS 2.6% 2.5% 2.6% 2.5% 2.7% 2.5%

OE 2.5% 2.5% 2.5% 2.5% 2.8% 2.5%

All 2.6% 2.5% 2.6% 2.5% 2.8% 2.5%

Mexico

NHN 4.5% 4.5% 4.4% 4.5% 4.7% 4.7%

NS 4.5% 4.5% 4.4% 4.5% 4.6% 4.6%

MS 4.5% 4.5% 4.3% 4.5% 4.7% 4.6%

OE 4.6% 4.5% 4.6% 4.5% 4.8% 4.6%

All 4.5% 4.5% 4.4% 4.5% 4.7% 4.6%




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FIGURE G2A Total Salary Budget Increases, by Employee Category (zeros included) (continued)

Employee Category



Netherlands

NHN 2.9% 3.0% 2.6% 2.8% 2.9% 3.0%

NS 2.8% 2.9% 2.7% 2.9% 2.8% 3.0%

MS 2.9% 3.0% 2.7% 2.9% 2.8% 3.0%

OE 3.0% 3.0% 2.7% 3.0% 2.7% 2.9%

All 2.9% 3.0% 2.7% 2.9% 2.8% 3.0%

Russia

NHN* 8.7% 8.3% 6.5% 8.0% 7.6% 8.0%

NS 8.8% 8.0% 7.8% 8.2% 8.5% 8.3%

MS 8.7% 8.0% 7.7% 8.0% 8.3% 8.1%

OE* 8.1% 8.0% 7.4% 8.0% 8.1% 8.0%

All 8.6% 8.0% 7.6% 8.0% 8.3% 8.1%

Singapore

NHN 4.5% 4.4% 3.9% 4.2% 4.1% 4.3%

NS 4.3% 4.4% 3.9% 4.2% 4.0% 4.2%

MS 4.4% 4.4% 3.9% 4.2% 4.1% 4.3%

OE 4.5% 4.4% 3.9% 4.3% 4.0% 4.2%

All 4.4% 4.4% 3.9% 4.2% 4.1% 4.2%

Spain

NHN 2.6% 2.5% 2.3% 2.2% 2.4% 2.2%

NS 2.5% 2.5% 2.5% 2.4% 2.4% 2.3%

MS 2.6% 2.5% 2.3% 2.4% 2.4% 2.3%

OE 2.3% 2.3% 2.3% 2.1% 2.4% 2.2%

All 2.5% 2.5% 2.4% 2.3% 2.4% 2.3%

Sweden

NHN 2.9% 3.0% 2.8% 3.0% 3.0% 2.9%

NS 2.8% 2.9% 2.7% 2.9% 2.7% 2.9%

MS 2.8% 3.0% 2.7% 2.9% 2.8% 2.9%

OE 2.5% 2.9% 2.8% 2.9% 2.9% 2.9%

All 2.8% 2.9% 2.7% 2.9% 2.8% 2.9%

Switzerland

NHN 2.4% 2.5% 2.1% 2.2% 2.3% 2.3%

NS 2.1% 2.2% 2.1% 2.1% 2.2% 2.1%

MS 2.2% 2.2% 2.1% 2.1% 2.3% 2.2%

OE 2.1% 2.0% 2.0% 2.0% 2.2% 2.1%

All 2.2% 2.2% 2.1% 2.1% 2.3% 2.2%

United Kingdom

NHN 2.9% 3.0% 2.8% 3.0% 3.0% 3.0%

NS 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

MS 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

OE 2.9% 3.0% 2.9% 3.0% 3.1% 3.0%

All 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

United States

NHN 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%

NS 3.0% 3.0% 2.9% 3.0% 3.0% 3.0%

ES 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

OE 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

All 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%




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FIGURE G2B Total Salary Budget Increases, by Employee Category (zeros NOT included)

Employee Category



Australia

NHN 3.6% 3.8% 3.4% 3.4% 3.5% 3.5%

NS 3.6% 3.6% 3.4% 3.5% 3.4% 3.4%

MS 3.6% 3.6% 3.4% 3.5% 3.4% 3.5%

OE 3.6% 3.7% 3.4% 3.5% 3.4% 3.3%

All 3.6% 3.7% 3.4% 3.5% 3.4% 3.5%

Belgium

NHN 2.6% 2.6% 2.2% 2.4% 2.4% 2.4%

NS 2.5% 2.5% 2.2% 2.4% 2.4% 2.5%

MS 2.6% 2.5% 2.3% 2.4% 2.4% 2.5%

OE* 2.7% 2.8% 2.1% 2.2% 2.3% 2.5%

All 2.6% 2.5% 2.2% 2.4% 2.4% 2.5%

Brazil

NHN 7.9% 8.0% 8.3% 8.5% 8.5% 8.6%

NS 7.6% 7.8% 8.3% 8.0% 8.2% 8.0%

MS 7.6% 7.8% 8.3% 8.0% 8.2% 8.0%

OE 7.5% 7.7% 8.3% 8.5% 8.3% 8.0%

All 7.6% 7.8% 8.3% 8.1% 8.3% 8.0%

Canada

NHN 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%

NS 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%

MS 3.0% 3.0% 2.9% 3.0% 2.9% 3.0%

OE 3.0% 3.0% 2.9% 3.0% 2.9% 3.0%

All 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%

China

NHN 8.0% 8.0% 7.2% 8.0% 7.4% 8.0%

NS 7.8% 8.0% 7.1% 8.0% 7.3% 8.0%

MS 7.7% 8.0% 7.1% 7.8% 7.3% 8.0%

OE 7.9% 8.0% 7.3% 8.0% 7.4% 8.0%

All 7.8% 8.0% 7.1% 8.0% 7.3% 8.0%

France

NHN 2.9% 2.8% 2.6% 2.5% 2.7% 2.7%

NS 2.8% 2.8% 2.6% 2.7% 2.7% 2.7%

MS 2.8% 2.8% 2.6% 2.7% 2.7% 2.7%

OE 2.6% 2.5% 2.5% 2.5% 2.7% 2.6%

All 2.8% 2.8% 2.6% 2.7% 2.7% 2.7%

Germany

NHN 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

NS 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

MS 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%

OE 2.9% 3.0% 3.0% 3.0% 3.1% 3.0%

All 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

India

NHN 11.0% 11.0% 10.0% 10.8% 10.5% 10.6%

NS 10.6% 11.0% 10.3% 10.6% 10.4% 10.6%

MS 10.6% 11.0% 10.1% 10.5% 10.3% 10.6%

OE 10.5% 11.0% 10.5% 10.9% 10.6% 10.9%

All 10.6% 11.0% 10.2% 10.6% 10.4% 10.6%




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FIGURE G2B Total Salary Budget Increases, by Employee Category (zeros NOT included) (continued)

Employee Category



Italy

NHN 2.9% 2.9% 2.8% 2.7% 2.8% 2.8%

NS 2.7% 2.7% 2.8% 2.8% 2.8% 2.7%

MS 2.8% 2.8% 2.8% 2.8% 2.8% 2.7%

OE 2.8% 2.8% 2.7% 2.8% 2.7% 2.6%

All 2.8% 2.8% 2.8% 2.8% 2.8% 2.7%

Japan

NHN 2.4% 2.5% 2.6% 2.5% 2.8% 2.5%

NS 2.6% 2.5% 2.6% 2.5% 2.8% 2.5%

MS 2.7% 2.5% 2.6% 2.5% 2.8% 2.5%

OE 2.5% 2.5% 2.6% 2.5% 2.8% 2.5%

All 2.6% 2.5% 2.6% 2.5% 2.8% 2.5%

Mexico

NHN 4.6% 4.5% 4.5% 4.5% 4.8% 4.7%

NS 4.6% 4.5% 4.6% 4.6% 4.7% 4.6%

MS 4.5% 4.5% 4.5% 4.5% 4.7% 4.6%

OE 4.7% 4.5% 4.6% 4.5% 4.8% 4.6%

All 4.6% 4.5% 4.5% 4.5% 4.7% 4.6%

Netherlands

NHN 2.9% 3.0% 2.8% 2.9% 3.0% 3.0%

NS 2.8% 2.9% 2.8% 3.0% 2.9% 3.0%

MS 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%

OE 3.0% 3.0% 2.8% 3.0% 2.9% 3.0%

All 2.9% 3.0% 2.8% 3.0% 2.9% 3.0%

Russia

NHN* 8.7% 8.3% 7.4% 8.0% 8.2% 8.0%

NS 8.8% 8.0% 8.5% 8.4% 8.8% 8.4%

MS 8.7% 8.0% 8.3% 8.1% 8.6% 8.1%

OE* 8.5% 8.0% 8.2% 8.0% 8.7% 8.0%

All 8.7% 8.0% 8.3% 8.2% 8.7% 8.2%

Singapore

NHN 4.5% 4.4% 4.1% 4.2% 4.3% 4.3%

NS 4.4% 4.4% 4.1% 4.3% 4.1% 4.2%

MS 4.4% 4.4% 4.1% 4.3% 4.2% 4.3%

OE 4.6% 4.4% 4.2% 4.3% 4.1% 4.3%

All 4.4% 4.4% 4.1% 4.3% 4.2% 4.3%

Spain

NHN 2.6% 2.5% 2.4% 2.3% 2.5% 2.3%

NS 2.5% 2.5% 2.6% 2.4% 2.5% 2.3%

MS 2.6% 2.5% 2.4% 2.4% 2.5% 2.3%

OE 2.4% 2.3% 2.4% 2.3% 2.4% 2.2%

All 2.5% 2.5% 2.5% 2.4% 2.5% 2.3%

Sweden

NHN 2.9% 3.0% 2.9% 3.0% 3.0% 2.9%

NS 2.9% 3.0% 2.8% 2.9% 2.8% 3.0%

MS 2.9% 3.0% 2.8% 2.9% 2.8% 2.9%

OE 2.7% 2.9% 2.8% 2.9% 2.9% 2.9%

All 2.9% 2.9% 2.8% 2.9% 2.9% 2.9%




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FIGURE G2B Total Salary Budget Increases, by Employee Category (zeros NOT included)

Employee Category



Switzerland

NHN 2.4% 2.5% 2.2% 2.2% 2.3% 2.3%

NS 2.2% 2.2% 2.2% 2.1% 2.3% 2.2%

MS 2.3% 2.2% 2.2% 2.2% 2.3% 2.2%

OE 2.2% 2.0% 2.1% 2.0% 2.2% 2.1%

All 2.3% 2.2% 2.2% 2.1% 2.3% 2.2%

United Kingdom

NHN 3.0% 3.0% 3.0% 3.0% 3.1% 3.0%

NS 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%

MS 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%

OE 3.1% 3.0% 3.1% 3.0% 3.3% 3.0%

All 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%

United States

NHN 3.0% 3.0% 3.1% 3.0% 3.1% 3.0%

NS 3.1% 3.0% 3.0% 3.0% 3.1% 3.0%

ES 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%

OE 3.2% 3.0% 3.2% 3.0% 3.2% 3.0%

All 3.1% 3.0% 3.1% 3.0% 3.2% 3.0%


(continued)



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FIGURE G3 Number of Months Between Increases



Australia 12.3 12.0 12.2 12.0 12.7 12.0

Belgium 12.3 12.0 11.9 12.0 11.8 12.0

Brazil 12.2 12.0 11.8 12.0 12.1 12.0

Canada 12.3 12.0 12.6 12.0 12.6 12.0

China 12.1 12.0 12.2 12.0 12.1 12.0

France 12.2 12.0 12.1 12.0 12.3 12.0

Germany 12.3 12.0 12.1 12.0 12.1 12.0

India 12.1 12.0 12.0 12.0 12.1 12.0

Italy 12.2 12.0 12.1 12.0 12.2 12.0

Japan 12.1 12.0 12.0 12.0 12.0 12.0

Mexico 12.2 12.0 12.1 12.0 12.3 12.0

Netherlands 12.1 12.0 12.3 12.0 12.1 12.0

Russia 12.0 12.0 12.0 12.0 12.5 12.0

Singapore 12.3 12.0 12.4 12.0 12.5 12.0

Spain 12.0 12.0 12.0 12.0 12.3 12.0

Sweden 12.1 12.0 11.9 12.0 11.9 12.0

Switzerland 12.1 12.0 11.9 12.0 12.3 12.0

United Kingdom 12.2 12.0 12.2 12.0 12.6 12.0

United States 12.4 12.0 12.4 12.0 12.3 12.0



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FIGURE G4 International Merit Increases & Inflation

(Data collected, analyzed and reported by Strategic Rewards Group)

The following table was provided by Strategic Rewards Group

and includes global comparisons of ave rage increase and

inflation information for 72 countries within four major regions.

The information was collected from more than 7,100 Strategic

Rewards Group clients and includes increases that were

awarded in 2016 and projections for 2017 in four categories:

executive, management, professional and employee.

Data in this figure were collected, analyzed and reported

by SRG. For the best comparison between WorldatWork and

SRG data, please compare the general increase/COLA and

merit increase rows of Figure G1b to Figure G4. Please note

that discrepancies in data are possible due to differences

in methodologies and sample sizes. Please see page 60

for more information.

2016 2017

Actual Increase Avg.

Inflation (Projected)


Planned Increase Average

Executive Management Professional Employee

Europe

Austria 2.8 1.1 1.3 3.5 3.2 2.9 2.8

Belgium 2.9 1.1 1.4 3.6 3.1 2.8 2.5

Cyprus 2.0 (1.4) (1.2) 3.5 3.0 3.0 2.7

Czech. Republic 3.1 1.3 1.4 3.3 2.8 2.5 2.4

Denmark 2.3 0.7 0.8 4.0 3.1 2.8 2.6

Estonia 2.4 1.0 1.1 3.0 2.5 2.4 2.0

Euro Zone 1.8 0.2 0.4 3.5 3.2 2.7 2.2

Finland 2.5 1.1 1.2 3.5 2.9 2.7 2.1

France 2.2 0.3 0.5 3.6 3.3 3.2 2.6

Germany 2.4 0.3 0.6 4.0 3.6 3.4 2.9

Greece 2.0 0.5 0.6 3.0 2.3 2.2 2.1

Hungary 3.9 2.0 2.2 3.7 3.4 2.7 2.2

Iceland 4.1 2,6 2.8 4.5 3.9 3.7 3.2

Irish Republic 2.1 0.6 0.7 3.5 3.0 2.7 2.3

Italy 2.0 0.2 0.4 3.5 3.2 2.8 2.4

Latvia 2.9 1.6 1.7 3.0 2.3 2.2 1.9

Lithuania 2.8 1.3 1.4 3.0 2.1 2.0 1.9

Luxembourg 2.9 1.1 1.3 3.5 3.2 3.1 3.0

Netherlands 2.5 0.5 0.8 4.0 3.6 3.2 3.0

Norway 3.9 2.5 2.7 4.5 4.2 4.1 3.9

Poland 2.8 1.4 1.6 3.4 2.4 2.2 1.9

Portugal 2.3 0.9 1.1 3.5 2.5 2.4 2.2

Russia 10.2 8.3 8.8 10.5 9.7 9.2 9.1

Slovak Republic 2.6 0.9 1.0 3.0 2.6 2.4 2.2

Slovenia 2.5 0.8 0.9 3.0 2.7 2.5 2.1




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2016 2017






Spain 2.0 0.5 0.6 3.0 2.4 2.1 1.8

Sweden 3.1 0.9 1.1 3.7 5.2 5.0 4.6

Switzerland 1.8 0.7 0.8 2.8 2.3 2.1 1.9

Ukraine 14.1 12.1 14.6 17.1 16.8 16.7 16.6

United Kingdom 3.0 0.6 0.7 3.6 3.2 3.0 2.8

Asia Pacific

Australia 3.4 1.7 1.9 4.0 3.6 3.4 3.2

Bangladesh 6.3 5.4 5.6 4.7 4.4 4.2 3.6

China 5.1 1.9 2.1 6.5 6.1 6.0 5.7

Hong Kong 4.7 2.6 2.7 6.0 5.7 5.4 5.1

India 7.8 5.2 5.4 7.5 7.1 6.9 6.3

Indonesia 7.5 4.3 4.6 6.7 6.2 5.9 5.5

Japan 2.1 0.2 0.3 3.5 3.3 3.1 2.7

Korea (South) 3.4 1.3 1.5 3.5 3.2 3.1 3.0

Malaysia (Pen.) 3.7 2.7 2.8 4.5 4.0 3.8 3.5

New Zealand 3.2 1.6 1.7 3.5 3.2 3.1 3.0

Pakistan 6.4 5.2 5.3 6.5 5.4 5.2 4.8

Philippines 3.7 2.6 2.7 4.5 3.5 3.3 3.1

Singapore 2.8 1.1 1.5 3.7 3.3 3.1 2.7

Sri Lanka 5.3 4.3 4.5 5.7 5.0 4.8 4.6

Taiwan 2.5 1.0 1.3 3.5 3.1 2.8 2.3

Thailand 3.8 2.4 2.6 3.6 3.6 3.5 1.1

Vietnam 4.4 2.8 2.8 5.3 4.8 4.4 3.8

Africa/Middle East

Bahrain 4.5 3.1 3.2 4.5 3.9 3.7 3.1

Egypt 11.5 9.9 10.2 12.5 11.8 11.6 10.8

Israel 2.5 1.3 1.5 3.5 3.1 3.0 2.9

Kenya 7.7 5.4 5.6 7.2 6.5 6.2 5.9

Lebanon 2.2 (2.1) (2.2) 3.0 2.5 2.2 1.8

Nigeria 12.7 11.8 11.9 13.5 12.0 11.8 11.4

Oman 2.4 0.8 0.9 3.5 3.1 3.0 2.8

Saudi Arabia 4.6 3.8 3.6 5.0 4.5 4.3 3.8

South Africa 7.5 6.5 6.1 7.5 6.8 6.5 6.1


(Data collected, analyzed and reported by Strategic Rewards Group) (continued)




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2016 2017






Turkey 19.2 8.3 8.3 10.5 10.2 10.1 9.6

UAE 5.3 3.1 3.3 5.0 4.2 4.1 4.0

Zimbabwe* 2.8 1.9 2.0* 4.0 3.7 3.3 2.9

Latin America

Argentina 33.2 31.2 33.9 36.0 35.6 35.0 34.5

Brazil 10.8 8.4 8.7 11.5 11.1 10.7 10.2

Chile 5.8 3.6 3.7 6.0 5.8 5.3 4.8

Colombia 6.2 4.1 4.2 6.5 6.2 6.1 5.8

Costa Rica 3.9 2.6 2.7 3.7 3.2 3.1 3.0

Ecuador 4.1 2.9 2.8 4.1 3.7 3.6 3.6

Guatemala 4.3 3.5 3.8 5.6 5.1 5.0 4.7

Mexico 4.8 3.1 3.4 4.7 4.3 4.2 3.9

Panama 2.7 1.5 1.6 3.6 3.2 2.7 2.1

Peru 5.2 3.4 3.5 5.2 4.7 4.6 4.1

Puerto Rico 2.3 0.3 0.5 3.5 3.1 3.0 2.7

Venezuela 98.2 96.3 97.2 100.5 97.4 97.2 96.8

North America

Canada 3.6 1.5 1.7 4.0 3.4 3.2 3.1

USA 3.4 1.2 1.4 4.5 3.5 3.1 3.0

Notes: 1 SRG’s regular annual salary planning survey is conducted May/June 2016. The annual survey has been conducted since 1980. 2 Planned increase averages includes both the average merit increase and the average inflation-based pay increase. 3 SRG does not count zeros reported. 4 Merit salary survey data for 2016 and 2017 (newly projected) was obtained from over 7,000 clients and general survey participants. 5 In higher inflation countries, increases may be given more frequently than annual. 6 CPI data provided by the World Bank, IMF, and the London School of Economics, Barclays Bank, and the Economist Intelligence Unit. 7 Sector-specific increases are available upon request for a nominal fee (e.g., Bio-tech, E&C, High-tech, INGO/NGO, Pharmaceutical, Professional Services). (e.g. Brazil- Rio de Janeiro, Sao Paulo, and Brazilia). 8 A total of 72 countries (plus Euro Zone average) are listed, but data is available for another 62 countries. Specific labor markets and/or sectors are available for $250 per location (e.g. Brazil- Rio de Janeiro, Sao Paulo, and Brazilia). 9 For more information about the survey from SRG, please contact [email protected]

* Zimbabwe —rampant inflation has given rise to dollarization (USD).

Survey definitions for employee category

Executives — Officials, elected or appointed, and their equivalent business unit or function heads.

Managers — Management in operational and functional roles not considered “Top.”

Professional — Professionals having a degreed or commonly recognized field of knowledge/work, which may (or not) include

the supervision of personnel. May also include key contributors and supervisors.

Employee — Regular operational and functional employees not having any supervisory responsibility.


(Data collected, analyzed and reported by Strategic Rewards Group) (continued)


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P A R T I C I P A N T L I S T I N G

Accommodation & Food Services

ABRHArby’s Restaurant Group Inc.Best Western International Inc.Bluegreen VacationsBuffalo Wild Wings.comChipotle Mexican GrillDrury Hotels Co. LLCDunkin’ Brands Inc.Focus BrandsFrisch’s Restaurants Inc.Gate Gourmet Inc.HAVI Global SolutionsHyatt Hotels Corp.InterContinental Hotels GroupInternational Dairy QueenIntrawest Resort HoldingsMarriott InternationalMarriott Vacations

Worldwide Corp.McDonald’s Corp.P.F. Chang’sPanera BreadPeet’s CoffeeRed Robin Gourmet BurgersSonic Corp.Starwood Vacation

Ownership Inc.The Cosmopolitan of Las VegasThe Marcus Corp.Wendy’s International LLCWhite Castle System Inc.Wyndham Worldwide

Administrative & Support & Waste Management & Remediation Services

Allconnect Inc.Alta ResourcesBristol Global MobilityCanon Business

Process ServicesCascade Employers AssociationCH2M HILL BWXT

West Valley LLCCH2M HILL Plateau

Remediation Co.Clean HarborsEmployers Resource AssociationEnergySolutionsGeneral Dynamics Corp.Hawaii Employers CouncilIllinois Credit Union LeagueInsperityInterpublic Group of Cos. Inc.Lifetouch Inc.Mission Support Alliance LLCNovitex Enterprise Solutions

Orange County Government Florida

Pacific Dental ServicesProduction Plus

Technologies Inc.Securitas Security Services USASolix Inc.SSFCUSutter Physician ServicesThe Human

Resources ConsortiumURS | CH2M Oak

Ridge LLC (UCOR)US EcologyVector Security Inc.Washington River

Protection SolutionsWaste Management

Agriculture, Forestry, Fishing & Hunting

CHS Inc.Driscoll’s Strawberry

Associates Inc.Duckwall Fruit Co.GROWMARK Inc.MonsantoThe MaschhoffsWeyerhaeuser

Arts, Entertainment & Recreation

AEGChumash Casino ResortCinemark USA Inc.Holland America LineJ. Paul Getty TrustKroenke Sports & EntertainmentMGM Resorts InternationalMohegan SunMultnomah Athletic ClubNational Basketball

Association (NBA)New York Hall of ScienceSeminole GamingSight & Sound TheatresSMSC Gaming EnterpriseThe Walt Disney CoUnited States

Olympic CommitteeVail Resorts Inc.Walt Disney Parks and Resorts

Construction

AECOMBalfour Beatty Construction USCenturi Construction GroupCF Evans ConstructionColas USAEMCOR Group Inc.

Fluor Corp.FreemanGeonerco Management LLCGranite Construction Inc.Henkels & McCoyHourigan ConstructionJ. E. Dunn Construction Co.Jay Dee Contractors Inc.K. Hovnanian Cos.KitchellKraus-Anderson

Construction Cos.LedcorLENNAR Corp.Liberty Construction

Services LLCMatrix Service Co.McKinstryMeritage HomesMortenson ConstructionMWH GlobalNCI Building SystemsPCL Constructors Inc.PulteGroup Inc.Saint-GobainSouthland IndustriesSunrunThe Walsh GroupWilliams Scotsman Inc.Zachry

Educational Services

American Association of Community Colleges

American UniversityArizona State University (ASU)Azusa Pacific UniversityBates CollegeBoston CollegeBoy Scouts of AmericaBridgepoint EducationBrigham Young UniversityBrown UniversityBucknell UniversityBucks County

Community CollegeCalifornia Institute of TechnologyCapella Education Co.Carnegie Mellon UniversityChamplain CollegeCollege Foundation Inc.Columbia UniversityCounty of Albemarle, Va.Creighton UniversityDarden EnterpriseDeVry Education GroupDreamBox Learning Inc.Drexel UniversityEducation Corp. of America

Emory UniversityFairleigh Dickinson UniversityGeorgia Institute of TechnologyGeorgia State UniversityGraduate Management

Admission CouncilHarrisburg Area

Community CollegeHarvard UniversityHillsborough Community CollegeHobsons Inc.Indiana State UniversityIndiana UniversityInstitute of

International EducationJohns Hopkins UniversityKamehameha SchoolsKinderCare EducationL-3 Link Simulation & TrainingLaureate Education Inc.Learning Care Group Inc.Maricopa County Community

College DistrictMcGraw-Hill Education Inc.Medical College of WisconsinMilton Hershey SchoolMinneapolis Public SchoolsMount Holyoke CollegeNew York UniversityNorthern Arizona UniversityNorthfield Mount HermonNorthwest Evaluation AssociationNorthwestern UniversityOhio UniversityPearsonPortland Community CollegePrinceton UniversityProQuest LLCRhode Island School of DesignRosetta StoneSanta Clara UniversitySouthwest College of

Naturopathic MedicineStanford UniversitySUNY Stony Brook UniversityThe University of Alabama

at BirminghamThe University of Texas Health

Science Center San AntonioTufts UniversityUC BerkeleyUniversal Technical InstituteUniversity of AkronUniversity of CaliforniaUniversity of California,

Santa BarbaraUniversity of Central FloridaUniversity of Central OklahomaUniversity of ChicagoUniversity of Dayton

U.S. Organizations



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University of MiamiUniversity of MichiganUniversity of MinnesotaUniversity of North Texas SystemUniversity of Notre DameUniversity of OklahomaUniversity of PennsylvaniaUniversity of RochesterUniversity of St. ThomasVirginia TechWashington University

in St. LouisWellesley CollegeWest Virginia UniversityXavier University

Finance & InsuranceCredit Intermediation & Related Activities

3Rivers Federal Credit UnionAgFirst Farm Credit BankAgStar Financial ServicesAlliance DataAnheuser-Busch Employees’

Credit UnionAssociated BankBank of MontrealBOK FinancialBranch Banking & TrustCapital One Financial Corp.CoBank, ACBCommerce BancsharesCullen/Frost Bankers Inc.Discover Financial ServicesDLLF.N.B. Corp.Federal Home Loan

Bank of BostonFederal Home Loan Bank

of Des MoinesFirefly Credit UnionFirst Financial BankFort Knox Federal Credit UnionFrost BankGateway Mortgage GroupGECUMountain America Credit UnionNationstar MortgageNavy Federal Credit UnionNorth American BancardNRUCFCPatelco Credit UnionPeople’s United Bank N.A.Princeton Federal Credit UnionRabobank N.A.Santander Private BankSecurity FinanceSquareStar One Credit Union

SunTrust BanksTD Bank GroupTGToyota Financial ServicesTravis Credit UnionTTCU The Credit UnionValley National BankWells Fargo & Co.Wright-Patt Credit Union Inc.

Finance & InsuranceFunds, Trusts & Other Financial Vehicles

American National Bank of TexasAscensus Inc.Byline BankCapital GroupEdward JonesESL Federal Credit UnionFarm Credit Bank of TexasFidelity InvestmentsGuild Mortgage Co.Los Angeles County Employees

Retirement AssociationMovement MortgageOHSU FoundationPrivate Bancorp Inc.State Street Corp.Teacher Retirement

System of TexasThe Provident Bank

Finance & InsuranceInsurance Carriers & Related Activities

AAA ColoradoAAA Mid-Atlantic Inc.AAA NationalAffinity Health PlanAflacAIPSOAllianzAmerican Enterprise Group Inc.American Family InsuranceAmeriHealth CaritasAmerisure Mutual Insurance Co.Anthem Inc.AsurionAutomobile Club of

Southern CaliforniaAXA U.S.Beacon Mutual Insurance Co.Berkley North PacificBlue Cross and Blue Shield

of Rhode IslandBlue Cross and Blue Shield

of Kansas Inc.Blue Cross and Blue Shield

of Louisiana

Blue Cross Blue Shield of ArizonaBlue Cross Blue Shield

of MinnesotaBlue Cross Blue Shield

of NebraskaBlue Cross Blue Shield

of North CarolinaBlue Cross of IdahoBlueCross BlueShield

of South CarolinaBlueCross BlueShield

of TennesseeCalifornia CasualtyCareFirst BlueCross Blue ShieldCelina Insurance GroupCentene Corp.CignaCitizens Property

Insurance Corp.COUNTRY FinancialCrawfordCUNA Mutual GroupDelta Dental of CaliforniaDelta Dental of MichiganEmployers Mutual Casualty Co.Evolent HealthExcellus BlueCross BlueShieldFallon HealthFarmers InsuranceFederated Mutual Insurance Co.FirstPersonFM GlobalForesters FinancialFrankenmuth InsuranceGermania Insurance Cos.Grange Mutual Casualty Co.Great American Insurance GroupGreat-West FinancialGuardian LifeGuideOne InsuranceGuideWell SourceHastings Mutual Insurance Co.Health NetHealth New EnglandHighmark Inc.Homesite InsuranceHorizon BCBSNJHumanaICW GroupIndependence Blue CrossIndiana Farm Bureau InsuranceJackson National LifeJohn HancockKaiser PermanenteKansas City Life Insurance Co.LAMMICOLiberty Mutual InsuranceLife & Speciality VenturesLincoln Financial GroupM Financial Group

Manulife FinancialMAPFRE InsuranceMassMutual Life Insurance Co.MedicaMedical Mutual of OhioMercury InsuranceMetLifeMGICMichigan Farm BureauMotorists Insurance GroupMunich American

Reassurance Co.Munich Reinsurance America Inc.Mutual of OmahaMutual Trust Life Insurance Co.MVP Health CareNAICNationwide InsuranceNCCI Holdings Inc.New Jersey Manufacturers

Insurance GroupNew York Life InsuranceNORCALNortheast Delta DentalNorthwestern MutualOdyssey ReOhio Mutual Insurance GroupOneAmerica Financial PartnersPhiladelphia Insurance Cos.Primerica Inc.ProAssuranceProgressive Benefit SolutionsProtective LifePrudentialQBE North AmericaRadian Group Inc.Reinsurance Group of AmericaRLI Insurance Co.SAIF Corp.SECURA InsuranceSecurian Financial GroupSentry InsuranceSouthern Farm Bureau Life

Insurance Co.State Auto Insurance Cos.Sun Life Financial (U.S.)Swiss ReSymetraTexas Mutual Insurance Co.Texas Windstorm Insurance

AssociationThe Allstate Corp.The Auto Club GroupThe Bar PlanThe HartfordThe IMT GroupThe Main Street America GroupThe Progressive Corp.The Travelers Cos. Inc.

U.S. Organizations


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The Warranty GroupThrivent FinancialTransamericaTufts Health PlanUnitedHealth GroupVoya FinancialVSP GlobalWawanesaWellCare Health PlansWellmark Blue Cross Blue ShieldWestern & Southern

Financial GroupWestern National

Insurance GroupWestfield GroupZurich Insurance NA

Finance & InsuranceMonetary Authorities — Central Bank

AgriBankAlerus FinancialBank of HawaiiBank of the WestBoard of Governors of the

Federal Reserve SystemCathay BankDesert Schools Federal

Credit UnionEastern BankEverBankFarmers Capital Bank Corp.Federal Reserve Bank of BostonFederal Reserve Bank

of ClevelandFederal Reserve Bank of DallasFederal Reserve Bank of

Kansas CityFederal Reserve Bank of

San FranciscoFederal Reserve Bank

of St. LouisFifth Third BankFirst Business Financial ServicesFirst Midwest BancorpFirst National BankGM FinancialHancock Holding Co.Independent Bank CorpJohnson Financial GroupM&T Bank Corp.Midland States Bancorp Inc.MoneyGram InternationalMountain America Credit UnionNavigant Credit UnionNew York Community

Bancorp Inc.PNC Financial Services Inc.Royal Bank of CanadaSchoolsFirst FCU

U.S. BankUnion Bank & TrustWebster Bank

Finance & InsuranceSecurities, Commodity Contracts & Other Financial Investments & Related Activities

1st GlobalBairdBarclaycardUSBrown Brothers HarrimanCharles Schwab & Co. Inc.Chicago Board

Options ExchangeCitibank — Consumer

Operations and TechnologyCME GroupDST Systems Inc.Eaton Vance ManagementFannie MaeFINRAFirst Command

Financial ServicesFISGeneral Board of Pension

and Health BenefitsJanus Capital GroupLPL FinancialMarquette Cos.MFS Investment ManagementNational Futures AssociationNorthern Trust Corp.NorthStar Financial

Services Group LLCPHH Corp.Pioneer InvestmentsPRA Group Inc.PrincipalSandy Spring BankSecurities America

Financial Corp.SouthCrestBank N.A.TD AmeritradeThe Gavilon Group LLCThe Options Clearing Corp.Waddell & ReedWellington Management Co. LLP

Health Care & Social AssistanceAmbulatory Health Care Services, Nursing & Residential Care Facilities & Social Assistance

AccentCareACTS Retirement Life

CommunitiesAdvantageCare PhysiciansAegis TherapiesAmerican HomePatient

Brookdale Senior Living Inc.CareCentrixChapters Health SystemCHI Health at HomeChildren’s Home

Society of FloridaCovenant Management SystemsDevereux Advanced Behavioral

Health New JerseyDiplomatEnlivantExpress ScriptsFather Flanagan’s Boys’ HomeFeeding AmericaFresenius Medical Care NAGoodwillGoodwill Industries of

Southeastern WisconsinGoodwill of Central ArizonaGroup Health Cooperative of

South Central WisconsinGulf Coast Regional

Blood CenterHazelden Betty Ford FoundationHealthPartnersHemophilia of Georgia Inc.Holiday RetirementJVSKelsey-Seybold ClinicKewa Pueblo Health Corp.LAS-ELCMagellan Health Inc.MEDNAXNorthwest Permanente PCOne Call Care ManagementOtterbein Homes Inc.Premise HealthPrime Therapeutics LLCSunrise Senior LivingThe PolyclinicThe Seeing Eye Inc.The Shelter GroupUniversity of

Minnesota PhysiciansUW PhysiciansWaukesha CountyWeill Cornell MedicineWellSpan HealthWillamette View Inc.

Health Care & Social AssistanceHospitals

Agnesian HealthCareAkron General Health SystemAllina HealthAnn & Robert H. Lurie

Children’s HospitalARUP LaboratoriesAsante

Ascension HealthAspirus Inc.Atlantic Health SystemAvera HealthBanfield Pet HospitalsBanner HealthBaptist HealthBaptist Health South FloridaBayCare Health SystemBaystate HealthBellin HealthBJC HealthCareBlood SystemsBon Secours Health SystemCancer Treatment

Centers of AmericaCape Cod HealthcareCatholic Health InitiativesCatholic Health Initiatives —

CHI Franciscan HealthCatholic Health Initiatives —

CHI HealthCatholic Health Initiatives —

CHI Kentucky One HealthCatholic Health Initiatives —

CHI Mercy-Des MoinesCatholic Health Services

of Long IslandCatholic Medical CenterCentraCare Health —

St. Cloud HospitalChildren’s Clinics &

Hospitals MinnesotaChildren’s Health

System of TexasChildren’s Healthcare of AtlantaChildren’s Hospital ColoradoChildren’s Mercy HospitalChristiana Care Health SystemChristus HealthCincinnati Children’s Hospital

Medical CenterCity of HopeCleveland ClinicCommunity Health SystemsCommunity Medical CentersConnecticut Children’s

Medical CenterCottage HealthCPMGDana-Farber Cancer InstituteDuke University Health SystemEinstein Healthcare NetworkFranciscan Missionaries of

Our Lady Health SystemFroedtert HealthGeisinger Health SystemGillette Children’s

Specialty HealthcareGreenville Health SystemHackensack University

Medical Center

U.S. Organizations



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Harris Health SystemHawaii Permanente

Medical GroupHCAHennepin Health SystemsHenry Ford Health SystemHSHS Sacred Heart and St.

Joseph’s HospitalsIndiana University HealthINTEGRIS HealthIntermountain HealthcareJackson Memorial HospitalKaiser PermanenteKindred Healthcare Inc.Lancaster General HealthLee Memorial Health SystemLehigh Valley Health NetworkLovelace Health SystemMain Line HealthMaricopa Integrated

Health SystemMcLaren Health Care Corp.MD Anderson Cancer Center,

the University of TexasMemorial Health SystemMemorial HermannMemorialCare Health SystemMercyMeridian HealthMidland Memorial HospitalMidMichigan HealthMultiCare Health SystemNationwide Children’s HospitalNavicent HealthNebraska MedicineNew York Presbyterian HospitalNewton Medical CenterNorthShore University

HealthSystemNorthside HospitalNorthwell HealthNorton HealthcareOhioHealthOregon Health &

Science UniversityOrlando HealthOSF HealthCareOwensboro HealthPatient Engagement AdvisorsPenn State Health Milton S.

Hershey Medical CenterPremier HealthProHealth Care Inc.Providence Health and ServicesReading Health SystemRegional HealthRegions HospitalRehabilitation

Institute of Chicago

Ridgeview Behavioral Health Services

Riverside Medical CenterRush University Medical CenterSaint Agnes Medical CenterSaint Francis Hospital &

Medical CenterSaint Luke’s Health SystemSaint Mary’s HospitalSCL HealthSeattle Children’sSheridan Healthcorp Inc.Sioux Falls Specialty HospitalSouthcoast Health SystemSouthern Illinois HealthcareSpectrum HealthSSM HealthSSM Health-Dean ClinicSt. Vincent’s Health SystemSt. Jude Children’s

Research HospitalSt. Luke’s Health SystemSt. VincentStanford Health CareSumma HealthSutter Medical

Center SacramentoTeamHealthTenet HealthcareTexas Children’s HospitalTexas Health ResourcesThe Children’s Hospital of

PhiladelphiaThe Queen’s Medical CenterThedaCare Inc.Thomas Jefferson University

and HospitalsTriHealth Inc.Trinity HealthUMass MemorialUNC Health CareUnityPoint HealthUniversity of Florida

Health — ShandsUniversity of Maryland

Medical SystemUniversity of Michigan

Health SystemUniversity of Pennsylvania

Health SystemUniversity of Pittsburgh

Medical CenterUniversity of Texas

Medical BranchUniversity of Vermont

Medical CenterVanderbilt University

Medical CenterVCU Health SystemVirtua HealthWestern Connecticut

Health Network

WVU HospitalsYakima Valley Memorial HospitalYale-New Haven Hospital

InformationData Processing, Hosting and Related Services

Airlines Reporting Corp.Apptio Inc.Avid TechnologyCass Information Systems Inc.Change HealthcareCoreLogicData Center Inc.EquinixLexisNexisMathWorksMerrill Corp.MimecastNutanixQ2 ebankingTotal System Services

Inc. (TSYS)VantivWorldPayXactly Corp.

InformationPublishing Industries

American GreetingsCengage LearningDex MediaElectronic ArtsJ. J. Keller & Associates Inc.LifeWay Christian ResourcesOxford University PressPenguin Random HouseScholastic Inc.Tribune PublishingWolters KluwerYellow Pages

InformationMotion Picture & Sound Recording Industries, Broadcasting (Except Internet) & Other Information Services

AdobeAMC Networks InternationalAmerican Public Media GroupANSYS Inc.Blackhawk NetworkBlucora Inc.BMC SoftwareBoxCareerBuilder LLCCDK GlobalCincom

Consumer ReportsConvergysCox AutomotiveCSG InternationalDCS Corp.DealertrackDiscovery CommunicationsDocuSignEBSCO Information ServicesFederal Reserve

Information TechnolgyFox Networks GroupGemological Institute of AmericaGfKGlassdoorHome Box Office Inc.HubSpotIBMIDGIHS Global Ltd.inContact Inc.Indeed.comInmar Inc.JDA SoftwareLexisNexis Risk SolutionsLivingston InternationalLOMA — LL Global Inc.Media General Inc.Moody’sOCLCOntario SystemsPaycorProject Management InstitutePublic Broadcasting ServiceQAD Inc.RingCentralRocket Fuel Inc.Sabre Corp.Sage North AmericaSalesforceSAS InstituteSDL PLCSnapchat Inc.SurveyMonkeyTEGNAThe E.W. Scripps Co.The Nielsen Co.The Rubicon Project Inc.Thomson ReutersTruven Health

Analytics, an IBM Co.TurnerTwentieth Century Fox Filmed

EntertainmentTwin Cities PBSUnisysVerisign Inc.VMWareW2O Group

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Warner Bros. EntertainmentWillis Towers Watson

Data ServicesYP

Management of Companies & Enterprises

Bain & Co.Bently Holdings CA LPChickasaw Nation IndustriesCommunity Hospital Corp.CSM Corp.High Co. LLCIngram Industries Inc.J.R. Simplot Co.OBHG Management

Services LLCThe Trustmark Cos.Viad

ManufacturingChemical Manufacturing

AbbVieAir Liquide USAAir Products and ChemicalsAlbemarleAOC LLCApotexArkema Inc.Avery DennisonBASFBioMarin Pharmaceuticals Inc.Braskem AmericaBristol-Myers SquibbCabot Corp.Cabot Microelectronics Corp.Centrus Energy Corp.CF IndustriesChemtura Corp.Ciris Energy Inc.Cornerstone Chemical Co.CP KelcoDrew MarineEcolabEisai Inc.Endo International PLCFerring Pharmaceuticals Inc.Ferro Corp.FMC Corp.Fresenius KabiGold Eagle Co.H.B. Fuller Co.Hexcel Corp.Houghton InternationalHuntsmanIncyte Corp.Ironwood PharmaceuticalsIXOM

J.R. Simplot Co.Lexicon Pharmaceuticals Inc.Linde NA Inc.LonzaLubrizolLyondellBasell Industries NVMeda PharmaceuticalsMedivation Inc.NatureWorks LLCNewMarket Corp.Nexeo SolutionsNOVA Chemicals Inc.OMNOVA SolutionsPatheonPeroxyChemPfizer Inc.Piramal Enterprises Ltd.PolyOnePotash Corp. of

Saskatchewan Inc.Rayonier Advanced Materials Inc.Roche Diagnostics Corp.Rust-OleumS.C. Johnson & SonShire PharmaceuticalsSolvay America Inc. and

Solvay USA Inc.Stepan Co.Takeda Pharmaceuticals USA Inc.The Chemours Co.The Scotts Miracle-Gro Co.TheranosUmicore USA Inc.UnivarVentana Medical SystemsVirbac Corp.W.R. GraceZeon ChemicalsZoetisZotos International

ManufacturingComputer & Electronic Product Manufacturing

Agfa Corp.Benchmark Electronics Inc.Bose Corp.Brother International Inc.Canon Solutions AmericaCanon USA Inc.Canon Virginia Inc.Celestica Inc.CitrixCognexCoherent Inc.Digi InternationalDJO GlobalEpson America Inc.

FlexFormFactorFreeWave TechnologiesHARMAN InternationalHewlett Packard EnterpriseHitachi Data SystemsiCIMSIM Flash TechnologiesInfoblox Inc.Inter-Coastal Electronics Inc.Kyocera International Inc.LairdLeupold & Stevens Inc.LogitechLumentumMolexON SemiconductorPanasonic of North AmericaPanduitPrintronixQuantum Corp.Raytheon Co.Red Hat Inc.Saab North America Inc.SanDisk Corp.Sharp Electronics Corp.Skyworks Solutions Inc.STMicroelectronics Inc.SymantecTexas InstrumentsToppan Photomasks Inc.VeritasWaters Corp.Zeiss MeditecZetron Inc.

ManufacturingElectrical Equipment, Appliance & Component Manufacturing

A.O. Smith Corp.ACIST Medical Systems Inc.Acuity Brands LightingAMETEKAnalog DevicesASCO Power TechnologiesCobham PLCDanfossElbit Systems of AmericaEmerson Network PowerGeneral Cable Corp.GLOBALFOUNDRIESIntersil Corp.L-3 Communications —

Communication Systems WestLake Shore Cryotronics Inc.LG Electronics USA Inc.MPD Inc.MSA Safety

OSRAM SYLVANIA Inc.Panasonic Avionics Corp.Philips LightingQorvoRobertshaw Controls Co.StrykerTE ConnectivityWoodward Inc.

ManufacturingFood, Beverage & Tobacco Product Manufacturing

ACH Food Cos. Inc.Agropur CooperativeAltria Group Inc.Barry CallebautBeam SuntoryBlue Diamond GrowersBoar’s Head BrandBonduelle AmericasBorden Dairy Co.BungeBunge North AmericaCoca-Cola RefreshmentsCommunity Coffee LLCConAgra Foods Inc.Craft Brew AllianceDawn Food ProductsDean FoodsDiageo North AmericaDr Pepper Snapple GroupE & J Gallo WineryE.A. Sween Co.Ferrara Candy Co.General Mills Inc.Glanbia Performance NutritionGrande Cheese Co.Gruma Corp.High Liner FoodsHormel Foods Corp.HP Hood LLCITG BrandsJohnsonville Sausage LLCJTIJust Born Inc.Keystone FoodsLand O’Lakes Inc.Leprino Foods Co.McCain Foods LtdMcCormick & Co. Inc.Mondelez InternationalMonogram FoodsNature’s Sunshine Products Inc.Nestle Purina PetCare Co.Nestle USANew Belgium Brewing Co.OSI Industries LLCPharmavite

U.S. Organizations



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Pinnacle FoodsPost Holdings Inc.Rich Products Corp.Sargento Foods Inc.Schreiber Foods Inc.Sensient TechnologiesShamrock Foods Co.Simmons FoodsSunOpta Inc.The Coca-Cola Co.The Hershey Co.The Schwan Food Co.Trinchero Family EstatesVentura FoodsWells Enterprises Inc.West Liberty Foods LLCWhiteWave FoodsWorld’s Finest Chocolate Inc.Yum BrandsZINPRO

ManufacturingMachinery Manufacturing

ASMLCharles Machine WorksCummins Allison Corp.Deere & Co.DematicDuravant LLCElliottFellowes Inc.Flowserve Corp.Helmer ScientificHyster-Yale Group Inc.IntelligratedJBT Corp.Joy GlobalLAM ResearchLennox InternationalLink-BeltMTS Systems Corp.Nordson Corp.Oerlikon Leybold

Vacuum USA Inc.Rolls-Royce North AmericaSolar Turbines Inc.SwagelokThe Manitowoc Co.Vermeer Corp.Wacker Neuson Corp.

ManufacturingMetal Manufacturing

AM Castle & Co.American TrimBALL Corp.Carpenter Technology Corp.

Cascade Corp.Charter Manufacturing Co. Inc.Donaldson Co. Inc.ESCO Corp.Evraz NAFederal Premium AmmunitionFike Corp.Hamon Deltak Inc.Hillenbrand Inc.Kennametal Inc.Magna Closures / Magna MirrorsModine Manufacturing Co.Mueller Water ProductsNSK Americas Inc.Rite-Hite Holding Corp.Shiloh IndustriesSimpson Strong-TieStraumannThe Bilco Co.The Vollrath Co. LLCValmont IndustriesWorthington Industries

ManufacturingPaper Manufacturing, Printing & Related Support Activities

Advance Central ServicesBelmark Inc.Catalyst PaperClearwater Paper Corp.DNP Imagingcomm

America Corp.DomtarGlatfelterGraphic Packaging InternationalHuhtamaki Inc.International PaperKimberly-ClarkPackaging Corp. of AmericaRicoh USA Inc.RR DonnelleyStar Tribune Media Co.SuominenToshiba America Business

Solutions Inc.Transcontinental Inc.WestRock MWV LLC

ManufacturingPlastics & Rubber Products Manufacturing

AnsellAsahi Kasei — USBemis Co. Inc.Phillips Plastics Corp.Tekni-Plex Inc.Toray Plastics (America) Inc.Tupperware Brands Corp.

ManufacturingTextile, Apparel, Leather & Allied Product Manufacturing

Cha Technologies GroupColumbia Sportswear Co.Fruit of the LoomG&K ServicesGildan Activewear Inc.Mohawk Industries Inc.New Balance AthleticsNike Inc.Under Armour

ManufacturingTransportation Equipment Manufacturing

AgustaWestland Philadelphia Corp.

Airbus Helicopters Inc.Bell Helicopter Textron Inc.BMW Manufacturing Co. LLCBombardier Learjet Inc.BorgWarner Inc.Continental AGDaycoDENSO Manufacturing

Tennessee Inc.Embraer AircraftFederal-MogulFord Motor Co.General Motors Co.Hino Motors Manufacturing

U.S.A. Inc.InsituKeihin North America Inc.MeritorMOOG Inc.NavistarNorthrop Grumman Corp.Polaris Industries Inc.Rockwell CollinsShimadzu Precision

Instruments Inc.Textron Inc.The Boeing Co.Tower InternationalToyota Boshoku America Inc.ZF North America Inc.

ManufacturingOther Miscellaneous Manufacturing

3M Co.AAMAccurayAdvanced EnergyAerojet RocketdyneAlbeaAlticor

AmnealAndersen Corp.Apogee Enterprises Inc.Armstrong World IndustriesATIB. Braun Medical Inc.Barnes Group Inc.BaxterBayerBio-Rad LaboratoriesBoston ScientificBriggs & Stratton Corp.Bruker Corp.C.R. Bard Inc.Callaway Golf Co.Carmeuse Lime and StoneCatalent Pharma SolutionsCITGO Petroleum Corp.Clarion Safety Systems LLCCNHIColgate-PalmoliveCooperVision Inc.CSS Industries Inc.CTS CorpCurtiss-Wright Corp.Dentsply SironaEatonEdwards LifesciencesEmergent BiosolutionsEngineered Controls

International LLCEstee LauderEsterline Technologies CorpEvenflo Co. Inc.First SolarFiskars Brands Inc.FlexcoFLIR Systems Inc.Formica Corp.Fortune Brands Home & SecurityFreudenberg North AmericaGetinge GroupGuardian IndustriesHarbisonWalker InternationalHayashi Telempu North AmericaHeraeus Kulzer LLCHeritage Home GroupHerman MillerHill-RomHollister Inc.Hologic Inc.Hunter Douglas Inc.HydranauticsIDEXX LaboratoriesIntegra Life SciencesInternational Imaging

Materials Inc.Intertape Polymer Group

U.S. Organizations



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Invacare Corp.Johns ManvilleJohnson & JohnsonJohnson Controls Inc.Johnson Outdoors Inc.Jostens Inc.Kohler Co.KONE Inc.L-3 CommunicationsL-3 Communications

Aerospace SystemsLehigh Hanson Inc.LEO Pharma Inc.Liberty Diversified

International Inc.Lincoln ElectricL’Oreal USALouisiana Pacific Corp.Masco Corp.MasoniteMasterBrand Cabinets Inc.MaterionMedline IndustriesMedtronic PLCMerit Medical SystemsMettler Toledo LLCMonroe Energy LLCMylan Inc.National Gypsum Co.National Pen Co. LLCNautilus Inc.NBTYNovo Nordisk Inc.Novozymes North AmericaOlympusOrscheln ProductsOrtho Clinical DiagnosticsOsmotica PharmaceuticalOwens CorningParker HannifinPerrigo Co. PLCRegal Beloit Corp.Savannah River Nuclear

Solutions LLCSensata Technologies Inc.Serta Simmons Bedding LLCShure Inc.Snap-on Inc.SPX CorporateSPX FLOWSt. Jude MedicalSTERIS Corp.STIHL Inc.TeleflexTempur Sealy International Inc.Tesoro Corp.The HollyFrontier Cos.The Westervelt Co.The Williams Cos. Inc.

TriMas Corp.Trinity IndustriesUnileverValero Energy Corp.Vicor Corp.Viskase Cos. Inc.Watts Water Technologies


Alta Mesa Services LPApache Corp.Arch CoalAscent ResourcesBaker HughesBG GroupBoart LongyearCalfrac Well ServicesCGGCliffs Natural Resources Inc.Compass MineralsCVR EnergyDCP MidstreamEncanaEnerflexEnerplus Corp.Ensco PLCEOG Resources Inc.Exterran Corp.Fluor Federal PetroleumFreeport-McMoRan Inc.Freeport McMoRan Oil & GasGeokineticsHalcon ResourcesHessHilcorpHunt OilKinross Gold Corp.Laredo Petroleum Inc.Luck Cos.Martin MariettaMetso Corp.Mosaic Co.Newmont Mining Corp.Noble Drilling Services Inc.Oasis PetroleumONEOK Inc.Parker Drilling Co.Range ResourcesRepsolRio TintoRowan Cos.Salt River Materials GroupShell Oil Co.Siemens (United States)SunCoke EnergySuperior Energy ServicesT.D. Williamson Inc.

TechnipThe Doe Run Co.U.S. SilicaUnit Corp.Vulcan Materials Co.WeatherfordWood Group MustangWPX Energy

Professional, Scientific and Technical Services (Includes Consulting)

A.T. KearneyA10 NetworksAbt AssociatesAccountableACS TechnologiesADTAdvanced Patient Advocacy LLCAECOM (Management

Services Group)AkastorAlion Science and TechnologyAlkermesAlliance DataAlloSourceAlphatec SpineAmerican Academy of NeurologyAmerican Chemical SocietyAmerican College of

Emergency PhysiciansAmerican Dental AssociationAmerican Institutes for ResearchAmerican NationalAmerican Society for QualityAMEX GBTAonApplied HR Strategies Inc.Applied Research Associates Inc.Arcadis US Inc.Argonne National LaboratoryArthur J. Gallagher & Co. —

Human Resources & Compensation Consulting

ASM ResearchAspen TechnologyAstellasAudio Visual Services

Group Inc (PSAV)Automatic Data Processing LLCBattelle Memorial InstituteBechtel Global Corp.Bechtel Plant Machinery Inc.Berkshire Associates Inc.Bio-Rad Laboratories Inc.Black & VeatchBlack Knight Financial ServicesBroadridgeBrookhaven National Laboratory

CACI InternationalCapgemini Financial ServicesCapraro Associates LLCCardioDx Inc.CCP LLCCGI Technologies and

Solutions Inc.CH2MChannelAdvisorCharles River LaboratoriesCivis AnalyticsCommvault Systems Inc.Compensation Resources Inc.Conifer Health SolutionsCSA GroupCSCCSRACulver Franchising System Inc.D. Hilton Associates Inc.D+HDart NeuroScience LLCDayNine ConsultingDeltekDeluxe Corp.Development Dimensions

International Inc.DewberryDimension Data AmericasDraper LaboratoryDRS TechnologiesDynCorp InternationalEarly Warning ServicesEcova Inc.Employers CouncilEndocyte Inc.EYFaegre Baker DanielsFerminational

Accelerator LaboratoryFindley Davies Inc.First Advantage Corp.Forrester Research Inc.Forsythe Technology Inc.Foundation Medicine Inc.Four Winds Interactive LLCFred Hutchinson Cancer

Research CenterFutureSense LLCGartnerGenentech Inc., (a member

of the Roche Group)General AtomicsGeneral Dynamics

Information TechnologyGeneral Dynamics-MSGenomic HealthGilead SciencesGlaxoSmithKlineGlobal Alliance for TB Drug

Development

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GrifolsHBEAC Accountancy Corp.HDR Inc.Heidrick & StrugglesHelios HRHEREHKS Inc.HMSHNTB Corp.HRL Laboratories LLCHuman Resources Research

OrganizationIBERIABANK Co.ICF InternationalIdaho National LaboratoryIDT911 LLCIEEEIMS HealthInnovative Compensation

and Benefits Concepts LLCInsight EnterprisesInsight PerformanceIntalereIntegrated Healthcare StrategiesJacobs Technology Inc.Jefferson Science

Associates LLCJER HR Group LLCJT3 LLCKforce Inc.Kronos Inc.Laboratory Corp. of AmericaLatham & Watkins LLPLawrence Berkeley

National LaboratoryLeidosLionbridge TechnologiesLos Alamos National LaboratoryMacDonald, Dettwiler and

Associates Ltd.Management Sciences for HealthManhattan Associates Inc.MaritzMarketPayMarsh & McLennan Cos.Massachusetts Medical SocietyMatthews, Young &

Associates Inc.MedImpact Healthcare

Systems Inc.MedxcelMercerMichael Baker InternationalMIT Lincoln LaboratoryMITREMorgan, Lewis & Bockius LLPMorpho Trak LLCMRIGlobalMyriad Genetics

National Radio Astronomy Observatory

National Renewable Energy Laboratory

NavigantNevro Corp.North American Science

Associates Inc.NSF InternationalNu Skin EnterprisesOlsson AssociatesOrchard Software Corp.Orrick, Herrington & Sutcliffe LLPPATHPCM Inc.PerkinElmer Inc.Perkins CoiePersonnel Management

Associates Inc.Pessin Katz Law PAPharmaceutical Product

DevelopmentPiedmont HealthcarePopulation CouncilPortolaPRA Health SciencesPremier Inc.Princeton Plasma

Physics LaboratoryQIAGENQuintilesRaffa PCRAND Corp.RazorfishResearch NowRobert HalfRockwell AutomationRopes & Gray LLPSAICSalient CRGTSandia National LaboratoriesSavannah River RemediationScientific Research Corp.Seattle Genetics Inc.ServiceSourceShearman & Sterling LLPSidley Austin LLPSiemens Product Lifecycle

Management Software Inc.SilverStone Group —

Human Capital ConsultingSLAC National

Accelerator LaboratorySocial & Scientific Systems Inc.SolarWindsSolutionary Inc.SRC Inc.Stantec ConsultingStratus TechnologiesSunovion Pharmaceuticals Inc.

SurescriptsTapestry SolutionsTerracon Consultants Inc.TerraPower LLCTextron SystemsThe Johns Hopkins University-

Applied Physics LaboratoryThe National Academies of

Sciences, Engineering, and Medicine

The NPD Group Inc.The QTI GroupThe Samuel Roberts Noble

Foundation Inc.The Scripps Research InstituteThe Urban InstituteTransUnionTyler Technologies Inc.UIC Government ServicesUrban Science Applications Inc.U.S. PharmacopeiaVertex Inc.WE CommunicationsWestatWhitney Smith Co.Wilmer Cutler Pickering Hale

and Dorr LLPWilson Sonsini Goodrich & RosatiWipfli LLPWRIWSP|Parsons Brinckerhoff

Public Administration

ACICAmerican Red CrossAmerican Society of EmployersArapahoe County GovernmentArlington County GovernmentBAE Systems Inc.Ball Aerospace &

Technologies Corp.BI Inc., a GEO Group Co.Broward CountyCenterra-SRSCity and County of DenverCity of Ann ArborCity of AustinCity of CarlsbadCity of ChandlerCity of CharlotteCity of ChicagoCity of ColumbusCity of DurhamCity of GarlandCity of Georgetown, TexasCity of Grapevine, TexasCity of GreensboroCity of Houston, TexasCity of Loveland

City of NapervilleCity of Overland Park, Kan.City of Palo AltoCity of Phoenix, Ariz.City of RichardsonCity of SeattleCity of TacomaCity of TaylorCollin County GovernmentCommonwealth of VirginiaConsolidated Nuclear

Security LLCCounty of Albemarle, Va.County of ChesterCounty of Jackson, Mich.County of KentCounty of RiversideDepartment of DefenseDigitalGlobe Inc.Farm Credit FoundationsFederal Deposit Insurance Corp.Greater Orlando

Aviation AuthorityHoneywell FM&THuman Resources AdministrationInstitute for Defense AnalysesKing CountyLawrence Livermore

National LaboratoryLouisiana Department of State

Civil ServiceMaricopa CountyMetropolitan Washington

Airports AuthorityMissouri Department of

TransportationNew Mexico State Personnel

Office — State of NMOak Ridge National LaboratoryOffice of Comptroller

and CurrencyOffice of the Colorado State

Public DefenderOhio Police and Fire

Pension FundOpen Society FoundationsOrbital ATKPersonnel Board of

Jefferson CountyPort of SeattleSalt Lake City Corp.Salt Lake CountySpace Telescope

Science InstituteSt. Louis County GovernmentState of Minnesota — Minnesota

Management & BudgetState of MissouriState of North DakotaState of OhioThe City of Greenville, SC.

U.S. Organizations



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The Port Authority of New York & New Jersey

Town of Gilbert, Ariz.Town of Hilton Head IslandWashington State

Real Estate & Rental & Leasing

AvalonBay Communities Inc.Avis Budget Group Inc.CartusCaterpillar Financial

Services Corp.CBRE Group Inc.CoStar GroupCushman & WakefieldDDR Corp.Duke Realty Corp.Enterprise HoldingsEquity OfficeEquity ResidentialForest City Realty TrustFreddie MacFreedom MortgageGrady Management Inc.Hines Interest LPHome PropertiesInvitation HomesJones Lang LaSallePrologisRegency CentersSunbelt Rentals Inc.Taco John’s International Inc.The Hertz Corp.The Rockefeller GroupThe Taubman Co.Welltower Inc.Western National PropertiesWestern National

Property ManagementWPM Real Estate Management

Retail Trade

Ace Hardware Corp.Aeropostale Inc.Albertsons Cos. Inc.American Eagle OutfittersAmeriGas Propane Inc.Arbonne International LLCArrow ElectronicsAssociated Food StoresAutoNation Inc.AutoZone Inc.Belk Inc.Big Y Foods Inc.BJ’s Wholesale Club Inc.Bluestem Brands Inc.BMW North America LLC

Brinker InternationalBuild-A-Bear WorkshopCarMax Inc.Cash America InternationalCDWChanelChristopher & BanksCST Brands Inc.CustomInkDaymon WorldwideDelhaize AmericaDirect Supply Inc.Dollar General CorpDSW Inc.Eddie Bauer LLCEthan Allen Global Inc.ExpressFollett Corp.FTD Cos.GameStopGap Inc.General Nutrion CenterGoodwill Industries of Central

Indiana Inc.Greatland Corp.H&M Hennes & Mauritz LPH&R BlockHarley-Davidson Motor Co.Helzberg DiamondsIKEA U.S.J.Crew Group Inc.Jo-Ann Stores LLCKao USA Inc.Kate Spade and Co.KLX Inc.Kroger Co.KTM North America Inc.L Brands Inc.L.L.Bean Inc.Lands’ EndLifetime Brands Inc.Luxottica RetailLVMH Inc.Macy’s Inc.Mary Kay Inc.Michaels Stores Inc.MidwayUSAMud Bay Inc.NEXCOM EnterprisesNorquist Salvage Corp.Northern Tool + EquipmentNutrisystem Inc.Office DepotOriental Trading Co.Outerwall Inc.Oxford Industries Inc.Payless ShoeSource Inc.Pier 1 Imports

Price Chopper SupermarketsPVH Corp.Recreational Equipment Inc. (REI)Revlon Inc.Savers Inc.SCISilver Star BrandsSouthern New Hampshire HealthSprouts Farmers MarketStage Stores Inc.Staples Inc.TalbotsTargetTaylorMade adidas Golf Co.The Bradford GroupThe Fresh MarketThe TJX Cos. Inc.Things RememberedThirty-One Gifts LLCTops Markets LLCTrek Bicycle Corp.TruckProUlta BeautyUSANA Health SciencesWhole Foods MarketWilliams-Sonoma Inc.WorldVentures LLCYum! Brands Inc.

Telecommunications

Abacus TechnologyADTRAN Inc.Alaska CommunicationsARRISAT&TBright House NetworksCablevisionCiena Corp.Comcast CableEchoStar Corp.EricssonFairPoint Communications Inc.Goodman NetworksGoogle Inc.InfineraInteractive Intelligence GroupIridium Satellite LLCLevel 3 CommunicationsNational Exchange Carrier

AssociationNEC Corp. of AmericaRingCentralSyniverse TechnologiesTDSTime Warner CableT-MobileTranstelcoU.S. Cellular

Vinco Inc.Vonage Holding Corp.

TransportationAll Other Transportation

Alameda Contra Costa Transit District

Americold LogisticsBNSF Railway Co.Brink’sBuckeye Partners LPCapital Metropolitan

Transportation AuthorityCarnival Corp. & PLCCheniere EnergyColonial Pipeline Co.CSX TransportationDelaware River Port AuthorityDHL Supply ChainElement Fleet ManagementEnbridge Corp.Energy TransferEnLink MidstreamEnterprise Products LPFedEx GroundGENCO, a FedEx Co.Genesis Energy LLCIndependent Pharmacy

CooperativeKenco Group Inc.Kinder MorganMaersk Line Ltd.Magellan Midstream PartnersMARTAMcLane Co.Metropolitan Transit AuthorityMetropolitan Transportation

Authority of New York CityMSC Industrial DirectMV TransportationNeovia LogisticsNeptune Orient Lines Ltd.Northeast Illinois Railroad

Commuter Corp. (Metra)NuStar Energy LPOHLOrange County

Transportation AuthorityPort Authority of

Allegheny CountyPort of PortlandPurolatorRoyal Caribbean Cruises Ltd.Ruan TransportationRyder System Inc.Schneider National Inc.Southeastern Freight LinesSpectra Energy Corp.Teekay Corp.

U.S. Organizations



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The Kansas City Southern Railway Co.

The Pasha GroupTrimetTTX Co.United KingdomUtah Transit AuthorityWashington Metropolitan Area

Transit AuthorityXPO Logistics

Transportation and Warehousing

American AirlinesBristow Group Inc.FedEx ExpressJetBlue AirwaysMiami Air International Inc.Republic Airways HoldingsSouthwest AirlinesUnited Technologies Corp.

Utilities

ACES Power Marketing LLCAggrekoAGL ResourcesAlgonquin Power and

Utilities Corp.Alliant EnergyAmeren Corp.American Electric PowerAmerican Transmission Co.Arizona Public Service Co.Associated Electric

Cooperative Inc.ATCOAtmos Energy Corp.Avista Corp.Black Hills Corp.California ISOCalpine Corp.Capital Power Corp.CenterPoint Energy Inc.Central Arizona ProjectCity Utilities of Springfield, Mo.CMS EnergyColorado Springs UtilitiesCorix Group of Cos.CovantaDerry Township

Municipal AuthorityDNV GLDTE EnergyDuke Energy Corp.ElectriCities of North

Carolina Inc.Energy NorthwestENGIE SolutionsEnphase Energy Inc.

Entergy Services Inc.EPCOR Utilities Inc.Eugene Water & Electric BoardEvoquaFerrellgas Inc.Frankfort Plant BoardGeneral ElectricGeorgia Systems OperationsGreat River EnergyHolland Board of Public WorksIdaho Power Co.ISO New EnglandITC Holdings Corp.JEAJordan Valley Water

Conservancy DistrictLayne Christensen Co.LG&E and KULower Colorado River AuthorityMadison Gas and Electric Co.MDU Resources Group Inc.Metropolitan Sewerage District

of Buncombe CountyMidAmerican Energy Co.Muscatine Power and WaterNational Fuel Gas Co.

(Distribution & Supply)Nebraska Public Power DistrictNew York Power AuthorityNextEra Energy Inc.NiSource Inc.Northeast Ohio Regional

Sewer DistrictNorthWestern EnergyNRG Energy Inc.NW NaturalOGE Energy CorpOhio Gas Co.Omaha Public Power DistrictOncor Electric DeliveryONE Gas Inc.Orange Water and

Sewer AuthorityPacific Gas and ElectricPedernales Electric CooperativePeoples GasPepco Holdings Inc.PJM InterconnectionPPL Corp.Public Service Enterprise GroupRivanna AuthoritiesSalt River ProjectSCANASnohomish County PUD No. 1South Jersey IndustriesSouthern Co.Southwest Gas Corp.SUEZ North AmericaSunEdison

Tennessee Valley AuthorityThe Laclede GroupTransAltaUnited PowerVectren Corp.Veolia North AmericaWEC Energy GroupWestinghouse Electric Co. LLCXcel Energy

Wholesale Trade

ACCO Brands Corp.AvnetBSH Home AppliancesCardinal Health Inc.Daiichi Sankyo Inc.EssendantFerguson Enterprises Inc.GOJO IndustriesHallmark Cards Inc.Hamilton Beach Brands Inc.HanesBrands Inc.Hasbro Inc.H.D. SmithHD SupplyHelen of Troy Ltd.Henry Schein Animal HealthHenry Schein Inc (HSI)Ingram MicroIsuzu North America Corp.Jarden Consumer SolutionsJM Family Enterprises Inc.Lake Region MedicalMattel Inc.McKessonMission Produce Inc.MRC Global Inc.Pampered ChefPandora Jewelry LLCPatterson Cos.ProBuild Holdings LLCRexel USASpartanNashSubaru of America Inc.SupervaluTastefully Simple Inc.Terumo BCTThe Hillman GroupThe Wonderful Co.Toyota Motor Sales USA Inc.United Natural Foods Inc.VF Corp.Viterra Inc.VWR International LLCWhirlpool Corp.Wyoming Machinery Co.

Other Services (except Public Admin.)

ABRA Auto Body & GlassATSHII-AMSEC LLCTruGreen

Other Services (except Public Admin.)Religious, Grantmaking, Civic, Professional & Similar Organizations

ALSAC/St. Jude Children’s Research Hospital

American Academy of Dermatology

American College of Chest Physicians

American Optometric AssociationBible League InternationalCatholic Charities of Santa

Clara CountyCollege of American PathologistsCru (Campus Crusade for Christ)FHI 360GA Chapter, Alzheimer’s

AssociationGCSAAInvestment Co. InstituteKansas University Endowment

AssociationLeukemia & Lymphoma SocietyMake-A-Wish AmericaManagement Association

of IllinoisMRA — The Management

Association Inc.National Rural Electric

Cooperative AssociationSamaritan’s PurseSociety of ActuariesSouthwestern

Medical FoundationThe David and Lucile

Packard FoundationThe Humane Society of

the United StatesThe International Association

of Lions ClubsThe William and Flora

Hewlett FoundationWoods Hole Oceanographic

InstitutionWorld Vision U.S.Wycliffe Bible Translators Inc.YMCA of Greater Rochester

U.S. Organizations



CA

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Accommodation & Food Services

Compass Group CanadaHAVI Global SolutionsHilton WorldwideHyatt Hotels Corp.InterContinental Hotels GroupInternational Dairy QueenIntrawest Resort HoldingsPP WhistlerSodexo CanadaWendy’s International LLC

Administrative & Support & Waste Management & Remediation Services

Canon Business Process Services

Clean HarborsEnergySolutionsNovitex Enterprise SolutionsTerrapure EnvironmentalUS EcologyWaste Management

Agriculture, Forestry, Fishing & Hunting

GROWMARK Inc.UFA

Arts, Entertainment & Recreation

AEGGreat Canadian Gaming Corp.National Basketball

Association (NBA)Ubisoft Montreal

Construction

AECOMFluor Corp.LedcorMatrix Service Co.MWH GlobalPCL Constructors Inc.Saint-Gobain

Educational Services

Bow Valley CollegeFairleigh Dickinson UniversityMcGraw-Hill Education Inc.McMaster UniversityProQuest LLCUniversity of CalgaryUniversity of Regina

Finance & Insurance

ATB FinancialBank of MontrealCanadian Payments AssociationCapital One Financial Corp.DLLFirst West Credit UnionMeridian Credit UnionRoyal Bank of CanadaTD Bank Group

Finance & InsuranceFunds, Trusts & Other Financial Vehicles

BDCCapital GroupCIBC MellonEdward JonesState Street Corp.

Finance & InsuranceInsurance Carriers & Related Activities

AFSCAsurionAviva CanadaCanada BrokerLinkCignaFCTFM GlobalForesters FinancialHealthcare Insurance

Reciprocal of CanadaHUB International Insurance

Brokers (TOS)iA Financial GroupJohn HancockManulife FinancialOdyssey ReSun Life FinancialSwiss ReThe Co-operators GroupThe Empire Life Insurance Co.The Travelers Cos. Inc.WawanesaWorkplace Safety &

Insurance BoardZurich Insurance NA

Finance & InsuranceSecurities, Commodity Contracts & Other Financial Investments & Related Activities

Bank of Nova ScotiaDST Systems Inc.MD Financial ManagementMFS Investment ManagementNorthern Trust Corp.

PRA Group Inc.Wells Fargo & Co.

Health Care & Social AssistanceAmbulatory Health Care Services, Nursing & Residential Care Facilities & Social Assistance

Amcal Family ServicesLifeLabs LPSilvera for Seniors

Health Care & Social AssistanceHospitals

Baxter Corp.Fraser Health AuthorityKingston General HospitalLondon Health Sciences Centre

Information

Avid TechnologyLexisNexisMerrill Corp.Total System Services

Inc. (TSYS)

InformationMotion Picture & Sound Recording Industries, Broadcasting (Except Internet) & Other Information Services

AdobeANSYS Inc.Blackhawk NetworkBMC SoftwareCDK GlobalConvergysCSG InternationalDealertrackDocuSignHootsuite Media Inc.IBMIHS Global Ltd.Indeed.comInmar Inc.JDA SoftwareLivingston InternationalMoody’sOCLCPelmorex MediaSabre Corp.SalesforceSDL PLCSurveyMonkeyThe Rubicon Project Inc.Thomson ReutersUnisys

InformationPublishing Industries

American GreetingsCanadian Science PublishingHarlequin Enterprises Ltd.Oxford University PressYellow Pages

ManufacturingChemical Manufacturing

Air Products and ChemicalsApotexBristol-Myers Squibb CanadaCabot Corp.CanexusCF IndustriesChemtura Corp.EcolabEndo International PLCFMC Corp.Linde NA Inc.Nexeo SolutionsNOVA Chemicals Inc.PatheonPeroxyChemPiramal Enterprises LTDPolyOneShire PharmaceuticalsThe Scotts Miracle-Gro Co.Umicore USA Inc.W.R. GraceZoetis

ManufacturingComputer & Electronic Product Manufacturing

Agfa Corp.Bose Corp.Celestica Inc.CitrixFlexHewlett Packard EnterpriseInfoblox Inc.LairdLogitechLumentumON SemiconductorRed Hat Inc.Saab North America Inc.STMicroelectronics Inc.Texas InstrumentsVeritasWaters Corp.

Canadian Organizations



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ManufacturingElectrical Equipment, Appliance & Component Manufacturing

Cobham PLCDanfossEmerson Network PowerGeneral Cable Corp.Panasonic Avionics Corp.StrykerTE Connectivity

ManufacturingFood, Beverage & Tabacco Product Manufacturing

Barry CallebautBeam SuntoryBonduelle AmericasBungeBunge North AmericaDawn Food ProductsE & J Gallo WineryGeneral Mills Inc.High Liner FoodsJ.R. Simplot Co.Maple Leaf FoodsMcCain Foods Ltd.PepsiCo CanadaSensient TechnologiesSimmons FoodsSofina Foods Inc.SunOpta Inc.The Coca-Cola Co.The Hershey Co.WhiteWave FoodsWorld’s Finest Chocolate Inc.

ManufacturingMachinery Manufacturing

Applied MaterialsDeere & Co.DematicElliottFlowserve Corp.Lennox InternationalNordson Corp.Solar Turbines Inc.

ManufacturingMetal Manufacturing

AM Castle & Co.BALL Corp.Carpenter Technology Corp.Evraz NAKennametal Inc.Magna Closures / Magna MirrorsMueller Water Products

NSK Americas Inc.Straumann

ManufacturingPaper Manufacturing, Printing & Related Activities

Atlantic Packaging Products Ltd.Catalyst PaperDATA

Communications ManagementDomtarGlatfelterTranscontinental Inc.WestRock MWV LLC

ManufacturingTextile, Apparel, Leather & Allied Product Manufacturing

Arc’teryx EquipmentColumbia Sportswear Co.Fruit of the LoomGildan Activewear Inc.New Balance AthleticsNike Inc.

ManufacturingTransportation Equipment Manufacturing

Boeing Canada WinnipegContinental AGDaycoGeneral Motors Co.MeritorMOOG Inc.Rockwell Collins

ManufacturingOther Miscellaneous Manufacturing

3M Co.AlticorAnsellBaxterBio-Rad LaboratoriesBoson Scientific Corp.Briggs & Stratton Corp.Carmeuse Lime and StoneCNHICooperVision Inc.Curtiss-Wright Corp.Dentsply SironaEatonEmergent BiosolutionsFLIR Systems Inc.Freudenberg North AmericaHill-RomHollister Inc.IDEXX Laboratories

Johnson Controls Inc.Johnson Outdoors Inc.Kohler Co.KONE Inc.L-3 WESCAMLafarge Canada Inc.Lehigh Hanson Inc.Masco Corp.MasoniteMasterBrand Cabinets Inc.Medtronic PLCMylan Inc.NBTYNovozymes North AmericaOlympusOwens CorningParker HannifinRegal Beloit Corp.Serta Simmons Bedding LLCSPX CorporateSPX FLOWSt. Jude MedicalSTERIS Corp.TeleflexTempur Sealy International Inc.The Williams Cos.TriMas Corp.UnileverWatts Water TechnologiesWeyerhaeuser


Apache Corp.Baker HughesCalfrac Well ServicesCanadian Natural Resources Ltd.CGGCompass MineralsEncanaEnerflexEnerplus Corp.Exterran Corp.Kinross Gold Corp.Mosaic Co.Potash Corp. of

Saskatchewan Inc.Rio TintoSherritt International Corp.T.D. Williamson Inc.

Other Services (except Public Admin.)Religious, Grantmaking, Civic, Professional & Similar Organizations

Acklands Grainger Inc.CAA SCO

Canadian Medical AssociationThe Law Society of

Upper CanadaThe Royal College of Physicians

and Surgeons of Canada

Professional, Scientific and Technical Services (Includes Consulting)

ADTAlion Science and TechnologyAMEX GBTAon CanadaArcadis U.S. Inc.Aspen TechnologyAutomatic Data Processing LLCAxium Inc.Bechtel Global Corp.Bio-Rad Laboratories Inc.Capgemini Financial ServicesCGI Inc.CH2MCIMA+Commvault Systems Inc.CSA GroupCSCD+HDimension Data AmericasDynacareEYFNHAForsythe Technology Inc.GartnerGilead SciencesHDR Inc.HEREICF InternationalIMS HealthInsight EnterprisesKPMG CanadaKronos Inc.Lionbridge TechnologiesMacDonald, Dettwiler &

Associates Inc. (Brampton)MacDonald, Dettwiler and

Associates Ltd.MercerNavigantNSF InternationalOsler, Hoskin & HarcourtPCM Inc.PerkinElmer Inc.Piron Ward Inc.Pivotal LLPPRA Health SciencesQIAGENQuintilesResearch Now




CA

NA

DA

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Rockwell AutomationSiemens Canada LTDSiemens Product Lifecycle

Management Software Inc.SolarWindsSRCThe NPD Group Inc.TransUnion

Public Administration

Community Social Services Employers Association of British Columbia

Halifax Port AuthorityProvince of Nova ScotiaWorkers’ Compensation

Board — Alberta

Real Estate & Rental & Leasing

Avis Budget Group Inc.CartusCaterpillar Financial

Services Corp.CBRE Group Inc.Chartwell Retirement ResidencesEnterprise HoldingsGWLRAThe Hertz Corp.

Retail Trade

Albertsons Cos. Inc.American Eagle OutfittersArbonne International LLCBuild-A-Bear WorkshopCalgary Co-operative

Association Ltd.CST Brands Inc.ExpressFollett Corp.Gap Inc.H&R BlockHarley-Davidson Motor Co.L Brands Inc.Lowe’s Cos. Canada ULCLVMH Inc.Mary Kay Inc.Michaels Stores Inc.Oxford Industries Inc.Princess Auto Ltd.PVH Corp.Savers Inc.SCIStaples CanadaThe Bradford GroupThe BrickTruckPro

Telecommunications

ARRISBell CanadaCiena Corp.Google Inc.Interactive Intelligence GroupLevel 3 CommunicationsSamsungTelesatVideotron

Transportation and Warehousing

DHL Supply ChainEnbridge Corp.FedEx Express Canada Ltd.Kenco Group Inc.Kinder Morgan CanadaNAV CANADANeovia LogisticsPembina Pipeline Corp.PurolatorSchneider National Inc.Spectra Energy Corp.St. Lawrence Seaway

Management Corp.Teekay Corp.UPS CanadaXPO Logistics

Utilities

AggrekoAlgonquin Power and

Utilities Corp.ATCOCapital Power Corp.Corix Group of Cos.CovantaDNV GLENGIE SolutionsEPCOR Utilities Inc.EvoquaFirst SolarGeneral ElectricIndependent Electricity

System OperatorNew Brunswick Power Corp.Pacific Northern GasSunEdisonToronto HydroTransAlta

Wholesale Trade

ACCO Brands Corp.AvnetCardinal HealthDeschenes Group Inc.

Hamilton Beach Brands Inc.Hasbro Inc.Helen of Troy Ltd.Henry Schein Canada Inc.Henry Schein Inc. (HSI)Ingram MicroJarden Consumer SolutionsMattel Inc.McKessonPampered ChefPandora Jewelry LLCViterra Inc.Wolseley Canada




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AUSTRALIA

A.T. KearneyAdobeAecomAggrekoAmerisourceBergenAMEX GBTAmnealAnalog DevicesApotexApptio Inc.Arbonne International LLCARRISAutomatic Data Processing LLCAvnetBaker HughesBaxterBio-Rad Laboratories Inc.Blackhawk NetworkBMC SoftwareBriggs & Stratton Corp.Bristow Group Inc.Callaway Golf Co.Capital GroupCardinal HealthCaterpillar Financial

Services Corp.CGI Inc.CH2MCha Technologies GroupCiena Corp.CincomCitrixCobham PLCCommvault Systems Inc.CooperVision Inc.Corning Inc.CSCCSG InternationalDanfossDaycoDeere & Co.DematicDentsply SironaDST Systems Inc.EatonElectronic ArtsEmerson Process Management

Asia PacificEnerflexEnphase Energy Inc.Ensco PLCEnsogoEquinixFirst SolarFLIR Systems Inc.Flowserve Corp.Fluor Corp.FMC Corp.

GartnerGeneral ElectricGeneral Mills Inc.General MotorsGoogle Inc.H&R BlockH.B. Fuller Co.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.HDR Inc.Henry Schein Inc. (HSI)HessHewlett Packard EnterpriseHill-RomHilton WorldwideHollister Inc.Houghton InternationalHubSpotIBMIDEXX LaboratoriesIHS Global Ltd.Indeed.comIngram MicroInteractive Intelligence GroupIXOMJDA SoftwareJohn Wiley & Sons Australia Ltd.Johnson Controls Inc.Kennametal Inc.Keystone FoodsKPMG AustraliaKronos Inc.LexisNexis Risk SolutionsLogitechLyondellBasell Industries NVManhattan Associates Inc.Marriott Vacations

Worldwide Corp.Mary Kay Inc.MathWorksMattel Inc.McCain Foods Ltd.McGraw-Hill Education Inc.Medtronic PLCMercerMeritorMetLifeMFS Investment ManagementMimecastMoody’sMOOG Inc.MWH GlobalMylan Inc.NasdaqNeovia LogisticsNike Inc.Nordson Corp.Northern Trust Corp.

Northrop Grumman Corp.OCLCOxford Industries Inc.Panasonic Avionics Corp.PatheonPerkinElmer Inc.Perrigo Co. PLCPRA Health SciencesPrincipalProQuest LLCQAD Inc.QiagenQuantum Corp.QuintilesRed Hat Inc.Research NowRobertshaw Controls Co.Rockwell AutomationRockwell CollinsRoyal Bank of CanadaSabre Corp.SalesforceSAS InstituteSDL PLCSensient TechnologiesShire PharmaceuticalsSolar Turbines Inc.SolarWindsSPX FLOWSt. Jude MedicalState Street Corp.StrykerSunEdisonSurveyMonkeySwiss Reinsurance Co. Ltd.T.D. Williamson Inc.TE ConnectivityTeekay Corp.TeleflexTempur Sealy International Inc.The Coca-Cola Co.The NPD Group Inc.The Scotts Miracle-Gro Co.The Warranty GroupThomson ReutersTransAltaUnisysUrban Science Applications Inc.Verisign Inc.VeritasWalt Disney InternationalWaters Corp.Wellington Management Co. LLPWestRock MWV LLCZetron Inc.ZoetisZTE Australia

BELGIUM

A.T. KearneyAdobeAecomAggrekoAlbemarleAmerisourceBergenAMEX GBTAnsellApotexApplied MaterialsAutomatic Data Processing LLCAvnetBaxterBio-Rad Laboratories Inc.BMC SoftwareCabot Corp.Cardinal HealthCDK GlobalCignaCitrixCooperVision Inc.CSCDanfossDawn Food ProductsDentsply SironaEatonFederal-MogulFLIR Systems Inc.Flowserve Corp.Fluor Corp.FMC Corp.GartnerGeneral ElectricGeneral MotorsGfKGoogle Inc.Harman InternationalHasbro Inc.Henry Schein Inc. (HSI)Hewlett Packard EnterpriseHollister Inc.IBMICF InternationalIngram MicroInternational PaperJDA SoftwareJohnson Controls Inc.Kronos Inc.Latham & Watkins LLPLionbridge TechnologiesMattel Inc.McCain Foods Ltd.Medtronic PLCMercerMeritorMWH GlobalMylan Inc.

Global Organizations



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Neovia LogisticsNewMarket Corp.Nike Inc.Nordson Corp.NSF InternationalON SemiconductorOpen Society FoundationsOrtho Clinical DiagnosticsParker HannifinPerkinElmer Inc.PolyOnePRA Health SciencesQAD Inc.QorvoQuintilesRed Hat Inc.Rockwell AutomationSalesforceSAS InstituteSDL PLCSensient TechnologiesShearman & Sterling LLPShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.St. Jude MedicalStrykerT.D. Williamson Inc.TE ConnectivityTeleflexTerumo BCTThe Coca-Cola Co.The Scotts Miracle-Gro Co.Thomson ReutersTower InternationalUnisysVeritasWalt Disney InternationalWaters Corp.W.R. GraceXPO LogisticsZoetis

BRAZIL

A.T. KearneyAAMAEGAggrekoAmerisourceBergenARRISAspen TechnologyAutomatic Data Processing LLCAvnetBaker HughesBarry CallebautBaxterBio-Rad Laboratories Inc.

BioMarin Pharmaceuticals Inc.BMC SoftwareBorgWarner Inc.Boson Scientific Corp.Briggs & Stratton Corp.BungeCabot Corp.CanexusCaterpillar Financial

Services Corp.CGI Inc.CH2MChemtura Corp.Ciena Corp.CitrixCobham PLCCooperVision Inc.CP KelcoCSCCSG InternationalDanfossDaycoDeere & Co.DematicDentsply SironaDHL Supply ChainDimension Data AmericasDLLDocuSignDrew MarineEatonEchoStar Corp.Ensco PLCEYFLIR Systems Inc.Flowserve Corp.FMC Corp.GartnerGeneral ElectricGeneral Mills Inc.General MotorsGfKGoogle Inc.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.Hewlett Packard EnterpriseHilton WorldwideHollister Inc.Houghton InternationalIBMIDEXX LaboratoriesIHS Global Ltd.Ingersoll Rand Latin AmericaIngram MicroInteractive Intelligence GroupInternational PaperIXOM

Jarden Consumer SolutionsJDA SoftwareJohnson Controls Inc.Kennametal Inc.LairdLevel 3 CommunicationsLionbridge TechnologiesLogitechLyondellBasell Industries NVMagna Closures / Magna MirrorsMary Kay Inc.Mattel Inc.McCain Foods Ltd.Medtronic PLCMercerMeritorMetLifeMoody’sMOOG Inc.Mosaic Co.Mylan Inc.Neovia LogisticsNewMarket Corp.Nike Inc.Nordson Corp.NSF InternationalOlympusOxford University PressParker HannifinPerkinElmer Inc.PolyOnePRA Health SciencesQAD Inc.QiagenQuintilesRed Hat Inc.Robertshaw Controls Co.Rockwell AutomationSabre Corp.SalesforceSDL PLCSensient TechnologiesShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.SPX FLOWSt. Jude MedicalSTERIS Corp.STMicroelectronics Inc.StrykerSuominenSwiss ReSyniverse TechnologiesT.D. Williamson Inc.TE ConnectivityTempur Sealy International Inc.Terumo BCT

The Coca-Cola Co.Thomson ReutersTotal System Services

Inc. (TSYS)TransUnionUnisysU.S. PharmacopeiaVeritasVermeer Corp.Viskase Cos. Inc.Walt Disney InternationalWaters Corp.WestRock MWV LLCWoodward Inc.W.R. GraceZoetis

CHINA

A.T. KearneyA10 NetworksAAMAdobeAdvanced EnergyAecomAggrekoAlbemarleA.M. Castle & Co.American Eagle OutfittersAmerisourceBergenAnalog DevicesAnsellAnsys Inc.ApotexApplied MaterialsARRISAspen TechnologyAutomatic Data Processing LLCAvnetBaker HughesBall Corp.Bank of MontrealBaxterBechtel Global Corp.Benchmark Electronics Inc.Bio-Rad Laboratories Inc.BMC SoftwareBorgWarner Inc.Briggs & Stratton Corp.Build-A-Bear WorkshopBungeCabot Corp.Cabot Microelectronics Corp.Callaway Golf Co.Capital GroupCardinal HealthCartusCaterpillar Financial

Services Corp.




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CDK GlobalCelestica Inc.CH2MCha Technologies GroupChannelAdvisorCharter Manufacturing Co. Inc.Chemtura Corp.CignaCitrixCobham PLCCognexCoherent Inc.Columbia Sportswear Co.Commvault Systems Inc.ConvergysCooperVision Inc.Corning Inc.CP KelcoCSCCTS Corp.Curtiss-Wright Corp.DanfossDaycoDeere & Co.DematicDentsply SironaDiscover Financial ServicesDrew MarineEatonElectronic ArtsElliottEmerson Process Management

Asia PacificEngineered Controls

International LLCEnsogoEquinixEsterline Technologies Corp.EvoquaFederal-MogulFlexcoFLIR Systems Inc.Flowserve Corp.Fluor Corp.FMC Corp.FonterraFormFactorGap Inc.GartnerGeneral ElectricGeneral Mills Inc.General MotorsGildan Activewear Inc.Google Inc.H.B. Fuller Co.Hamilton Beach Brands Inc.Harley-Davidson Motor Co.Harman International

Hasbro Inc.Helen of Troy Ltd.Henry Schein Inc. (HSI)Hewlett Packard EnterpriseHill-RomHilton WorldwideHoughton InternationalIBMIDEXX LaboratoriesIHS Global Ltd.InfineraIngram MicroInternational PaperInterpublic Group of Cos. Inc.IXOMJarden Consumer SolutionsJDA SoftwareJohnson Controls Inc.Kennametal Inc.Keystone FoodsKohler Co.Kronos Inc.L Brands Inc.LairdLatham & Watkins LLPLennox InternationalLionbridge TechnologiesLogitechLumentumLyondellBasell Industries NVMagna Closures / Magna MirrorsManhattan Associates Inc.Mary Kay Inc.Masco Corp.MathWorksMattel Inc.McCain Foods Ltd.McGraw-Hill Education Inc.McKessonMedtronic PLCMercerMeritorMerrill Corp.MetLifeMoody’sMOOG Inc.Mosaic Co.MWH GlobalNational Basketball

Association (NBA)NBTYNew Balance AthleticsNewMarket Corp.Nike Inc.Nordson Corp.North American Science

Associates Inc.Novartis

NSF InternationalON SemiconductorOrtho Clinical DiagnosticsOxford Industries Inc.Panasonic Avionics Corp.PanduitParker HannifinPerkinElmer Inc.Perrigo Co. PLCPiramal Enterprises Ltd.PolyOnePRA Health SciencesPrintronixProject Management InstitutePrologisQAD Inc.QiagenQorvoQuantum Corp.QuintilesRed Hat Inc.Research NowRingCentralRobertshaw Controls Co.Rockwell AutomationRockwell CollinsRoyal Bank of CanadaSabre Corp.SanDisk Corp.SAS InstituteSDL PLCSensient TechnologiesShearman & Sterling LLPShure Inc.Siemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.SPX CorporateSPX FLOWSt. Jude MedicalState Street Corp.StrykerSunEdisonSwiss Reinsurance Co. Ltd.Syniverse TechnologiesT.D. Williamson Inc.TargetTE ConnectivityTeekay Corp.TeleflexTempur Sealy International Inc.Terumo BCTTexas InstrumentsThe Coca-Cola Co.The Hershey Co.The Manitowoc Co.The NPD Group Inc.The Scotts Miracle-Gro Co.

The Warranty GroupThomson ReutersToppan Photomasks Inc.Tower InternationalUnisysUrban Science Applications Inc.U.S. PharmacopeiaVeritasVermeer Corp.VMWareWalt Disney InternationalWaters Corp.WE CommunicationsWellington Management Co. LLPWells Fargo & Co.WestRock MWV LLCWoodward Inc.W.R. GraceXPO LogisticsZINPROZoetis

FRANCE

A.T. KearneyAdobeAecomAggrekoA.M. Castle & Co.AmerisourceBergenAMEX GBTAnalog DevicesAnsellAnsys Inc.Applied MaterialsARRISAutomatic Data Processing LLCAvnetBaker HughesBall Corp.BaxterBio-Rad Laboratories Inc.BMC SoftwareBorgWarner Inc.Cabot Corp.Cardinal HealthCartusCaterpillar Financial

Services Corp.CDK GlobalCGI France SASCH2MCiena Corp.CincomCitrixCNHICobham PLCColumbia Sportswear Co.Commvault Systems Inc.




GLO

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LP

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CooperVision Inc.CorningCP KelcoCSCCurtiss-Wright Corp.DanfossDawn Food ProductsDaycoDeere & Co.DematicDentsply SironaDigi InternationalDocuSignEatonElectronic ArtsEnphase Energy Inc.EquinixEsterline Technologies Corp.Federal-MogulFLIR Systems Inc.Flowserve Corp.FMC Corp.Gap Inc.GartnerGeneral ElectricGeneral Mills Inc.General MotorsGfKGlatfelterGoogle Inc.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.Helen of Troy Ltd.Henry Schein Inc. (HSI)Hewlett Packard EnterpriseHill-RomHilton WorldwideHollister Inc.Hootsuite Media Inc.Hyatt Hotels Corp.IBMIDEXX LaboratoriesIHS Global Ltd.Indeed.comIngram MicroInteractive Intelligence GroupInternational PaperInterpublic Group of Cos. Inc.JDA SoftwareJohnson Controls Inc.Johnson Outdoors Inc.Kennametal Inc.Kohler Co.Kronos Inc.Latham & Watkins LLPLevel 3 CommunicationsLionbridge Technologies

LogitechLyondellBasell Industries NVManhattan Associates Inc.Marriott Vacations

Worldwide Corp.MathWorksMattel Inc.McCain Foods Ltd.Medtronic PLCMercerMeritorMetLifeMoody’sMOOG Inc.Mylan Inc.Neovia LogisticsNexeo SolutionsNike Inc.Nordson Corp.North American Science

Associates Inc.Odyssey ReON SemiconductorOrtho Clinical DiagnosticsPanasonic Avionics Corp.Parker HannifinPatheonPerkinElmer Inc.PolyOnePRA Health SciencesPrologisQAD Inc.QiagenQuantum Corp.QuintilesRed Hat Inc.Research NowRocket Fuel Inc.Rockwell AutomationRockwell CollinsSabre Corp.SalesforceSanDisk Corp.SAS InstituteSDL PLCSensient TechnologiesShearman & Sterling LLPShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.SPX CorporateSPX FLOWSt. Jude MedicalState Street Corp.STERIS Corp.StrykerSwiss ReT.D. Williamson Inc.

TE ConnectivityTeleflexTempur Sealy International Inc.Terumo BCTTexas InstrumentsThe Coca-Cola Co.The Manitowoc Co.The NPD Group Inc.The Scotts Miracle-Gro Co.Thomson ReutersToppan Photomasks Inc.UnisysUrban Science Applications Inc.VeritasViskase Cos. Inc.VMWareWalt Disney InternationalWaters Corp.Wells Fargo & Co.WestRock MWV LLCW.R. GraceZoetis

GERMANY

A.T. KearneyAAMAdobeAdvanced EnergyAecomAggrekoAlbemarleAmerisourceBergenAMEX GBTAmnealAnsellAnsys Inc.Applied MaterialsARRISAutomatic Data Processing LLCAvnetBaker HughesBall Corp.BaxterBio-Rad Laboratories Inc.Blackhawk NetworkBMC SoftwareBorgWarner Inc.Briggs & Stratton Corp.BungeCabot Corp.Cardinal HealthCaterpillar Financial

Services Corp.CDK GlobalCGI Deutschland Ltd. & Co. KGCH2MChannelAdvisorChemtura Corp.

Ciena Corp.CitrixCNHICobham PLCCognexCoherent Inc.Commvault Systems Inc.ConvergysCooperVision Inc.CorningCP KelcoCSA GroupCSCCurtiss-Wright Corp.DanfossDawn Food ProductsDaycoDeere & Co.DematicDentsply SironaDigi InternationalDrew MarineEatonEchoStar Corp.Electronic ArtsEngineered Controls

International LLCEquinixEvoquaFederal-MogulFerro Corp.First SolarFLIR Systems Inc.Flowserve Corp.FMC Corp.Fresenius KabiGartnerGeneral ElectricGeneral Mills Inc.General MotorsGfKGlatfelterGoogle Inc.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.HDR Inc.Henry Schein Inc. (HSI)Hewlett Packard EnterpriseHill-RomHilton WorldwideHollister Inc.Hyatt Hotels Corp.IBMIDEXX LaboratoriesIHS Global Ltd.Indeed.comInfinera




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Ingram MicroInteractive Intelligence GroupInternational PaperInterpublic Group of Cos. Inc.JDA SoftwareJohnson Controls Inc.Johnson Outdoors Inc.Kennametal Inc.Kronos Inc.LairdLake Region MedicalLatham & Watkins LLPLevel 3 CommunicationsLionbridge TechnologiesLogitechLyondellBasell Industries NVMagna Closures / Magna MirrorsMary Kay Inc.Masco Corp.MathWorksMattel Inc.McCain Foods Ltd.Medtronic PLCMercerMoody’sMOOG Inc.Mylan Inc.Neovia LogisticsNew Balance AthleticsNewMarket Corp.Nexeo SolutionsNike Inc.Nordson Corp.Northern Trust Corp.NSF InternationalOCLCON SemiconductorOrtho Clinical DiagnosticsPanasonic Avionics Corp.Parker HannifinPerkinElmer Inc.PeroxyChemPioneer InvestmentsPiramal Enterprises Ltd.PolyOnePRA Health SciencesPrologisQAD Inc.QiagenQorvoQuantum Corp.QuintilesRed Hat Inc.Research NowRoche PharmaRocket Fuel Inc.Rockwell AutomationRockwell Collins

Sabre Corp.SalesforceSanDisk Corp.SAS InstituteSDL PLCSensient TechnologiesShearman & Sterling LLPShire PharmaceuticalsShure Inc.Siemens Product Lifecycle

Management Software Inc.Sky Deutschland GmbHSolar Turbines Inc.SPX CorporateSPX FLOWSt. Jude MedicalState Street Corp.STERIS Corp.StrykerSwiss ReSyniverse TechnologiesTE ConnectivityTeleflexTempur Sealy International Inc.Terumo BCTTexas InstrumentsThe Coca-Cola Co.The Manitowoc Co.The Scotts Miracle-Gro Co.Thomson ReutersToppan Photomasks Inc.Tower InternationalUnisysUrban Science Applications Inc.VeritasVMWareWalt Disney InternationalWaters Corp.WE CommunicationsWellington Management Co. LLPWells Fargo & Co.Woodward Inc.W.R. GraceZoetis

INDIA

A.T. KearneyA10 NetworksAAMAdobeAecomAggrekoAmerisourceBergenAMEX GBTAnalog DevicesAnsellAnsys Inc.Apotex

Applied MaterialsARRISAspen TechnologyAutomatic Data Processing LLCAvnetBaker HughesBall Corp.BaxterBechtel Global Corp.Bio-Rad Laboratories Inc.BMC SoftwareBorgWarner Inc.BungeCabot Corp.Capgemini Financial ServicesCapital One Financial Corp.CartusCDK GlobalCGI ISMC Private Ltd.CH2MCiena Corp.CignaCitrixCME GroupCommvault Systems Inc.ConvergysCooperVision Inc.Corning Inc.CSA GroupCSCCSG InternationalCTS Corp.Curtiss-Wright Corp.D+HDanfossDaycoDeere & Co.Dentsply SironaDST Systems Inc.DynCorp InternationalEatonEchoStar Corp.Electronic ArtsElliottEmerson Process Management

Asia PacificEndo International PLCEnsogoEsterline Technologies Corp.Federal-MogulFirst SolarFLIR Systems Inc.Flowserve Corp.Fluor Corp.FMC Corp.Gap Inc.GartnerGemological Institute of America

General ElectricGeneral Mills Inc.General MotorsGLOBALFOUNDRIESGoogle Inc.H&R BlockHarley-Davidson Motor Co.Harman InternationalHewlett Packard EnterpriseHilton WorldwideHollister Inc.Houghton InternationalHyatt Hotels Corp.IBMICF InternationalIEEEIHS Global Ltd.Indeed.comInfineraInfoblox Inc.Ingram MicroInteractive Intelligence GroupInternational PaperInterpublic Group of Cos. Inc.Jarden Consumer SolutionsJDA SoftwareJohnson Controls Inc.Kennametal Inc.Kohler Co.Kronos Inc.L Brands Inc.Lennox InternationalLexisNexis Risk SolutionsLionbridge TechnologiesLogitechLyondellBasell Industries NVMacDonald, Dettwiler and

Associates Ltd.Magna Closures / Magna MirrorsManhattan Associates Inc.Masco Corp.MathWorksMattel Inc.McCain Foods Ltd.McGraw-Hill Education Inc.Medtronic PLCMercerMeritorMerrill Corp.MetLifeMoody’sMOOG Inc.Mosaic Co.MWH GlobalMylan Inc.NasdaqNationstar MortgageNew Balance Athletics




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NewMarket Corp.Nike Inc.Nordson Corp.Northern Trust Corp.NSF InternationalON SemiconductorOrtho Clinical DiagnosticsParker HannifinPATHPerkinElmer Inc.Perrigo Co. PLCPioneer InvestmentsPiramal Enterprises Ltd.PolyOnePRA Health SciencesProject Management InstituteQAD Inc.QiagenQuintilesRed Hat Inc.Research NowRobertshaw Controls Co.Rockwell AutomationRockwell CollinsSabre Corp.SalesforceSanDisk Corp.SAS InstituteSDL PLCSensient TechnologiesShure Inc.Siemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.SolarWindsSPX FLOWSt. Jude MedicalState Street Corp.StrykerSunEdisonSwiss Reinsurance Co. Ltd.Syniverse TechnologiesT.D. Williamson Inc.TargetTE ConnectivityTeekay Corp.TeleflexTexas InstrumentsThe Coca-Cola Co.The Hershey Co.The International Association of

Lions ClubsThe Manitowoc Co.Thomson ReutersTotal System Services

Inc. (TSYS)TransUnionTriMas Corp.Unisys

U.S. PharmacopeiaVeritasVMWareWalt Disney InternationalWaters Corp.WE CommunicationsWells Fargo & Co.Woodward Inc.W.R. GraceXactly Corp.XPO LogisticsZoetis

ITALY

A.T. KearneyAdobeAecomAggrekoAnalog DevicesApplied MaterialsAspen TechnologyAutomatic Data Processing LLCAvnetBaker HughesBaxterBio-Rad Laboratories Inc.BMC SoftwareBorgWarner Inc.BungeCabot Corp.Cardinal HealthCaterpillar Financial

Services Corp.CDK GlobalCH2MChemtura Corp.CitrixCNHICommvault Systems Inc.CooperVision Inc.CorningCSCDanfossDeere & Co.DematicDentsply SironaEatonElectronic ArtsElliottEvoquaFederal-MogulFLIR Systems Inc.Flowserve Corp.Gap Inc.GartnerGeneral ElectricGeneral MotorsGfK

Google Inc.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.Henry Schein Inc. (HSI)Hewlett Packard EnterpriseHill-RomHilton WorldwideHollister Inc.IBMIDEXX LaboratoriesIngram MicroInternational PaperInterpublic Group of Cos. Inc.JDA SoftwareJohnson Controls Inc.Johnson Outdoors Inc.Kennametal Inc.Latham & Watkins LLPLyondellBasell Industries NVMagna Closures / Magna MirrorsMathWorksMattel Inc.McCain Foods Ltd.McGraw-Hill Education Inc.Medtronic PLCMercerMeritorMetLifeMoody’sMOOG Inc.MWH GlobalNeovia LogisticsNexeo SolutionsNike Inc.Nordson Corp.Panasonic Avionics Corp.Parker HannifinPerkinElmer Inc.Pioneer InvestmentsPolyOnePRA Health SciencesQAD Inc.QiagenQuintilesRed Hat Inc.Robertshaw Controls Co.Rocket Fuel Inc.Rockwell AutomationSabre Corp.SalesforceSAS InstituteSensient TechnologiesShearman & Sterling LLPShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.

SPX CorporateSt. Jude MedicalState Street Corp.STERIS Corp.StrykerSunEdisonSwiss ReT.D. Williamson Inc.TE ConnectivityTeleflexTempur Sealy International Inc.Terumo BCTTexas InstrumentsThe Coca-Cola Co.The NPD Group Inc.Thomson ReutersUnisysUrban Science Applications Inc.VeritasWalt Disney InternationalWaters Corp.Wells Fargo & Co.W.R. GraceZoetis

JAPAN

A.T. KearneyA10 NetworksAdobeAdvanced EnergyAecomAggrekoAlbemarleAmerisourceBergenAnalog DevicesAnsys Inc.Applied MaterialsARRISAspen TechnologyAsurionAvnetBaxterBio-Rad Laboratories Inc.BMC SoftwareBorgWarner Inc.Briggs & Stratton Corp.Brown Brothers HarrimanCabot Corp.Cabot Microelectronics Corp.Callaway Golf Co.Capital GroupCardinal HealthCaterpillar Financial

Services Corp.CDK GlobalCelestica Inc.Ciena Corp.Citrix




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Coherent Inc.Columbia Sportswear Co.Commvault Systems Inc.CooperVision Inc.Corning Inc.CSCCTS Corp.Dentsply SironaDow Chemical JapanDrew MarineEatonElectronic ArtsEmerson Process Management

Asia PacificEquinixFederal-MogulFirst SolarFLIR Systems Inc.Flowserve Corp.FMC Corp.FormFactorGap Inc.GartnerGemological Institute of AmericaGeneral ElectricGeneral MotorsGoogle Inc.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.Hewlett Packard EnterpriseHilton WorldwideHollister Inc.IBMIDEXX LaboratoriesIHS Global Ltd.Indeed.comInteractive Intelligence GroupJDA SoftwareJohnson Controls Inc.Kennametal Inc.L.L.Bean Inc.Latham & Watkins LLPLionbridge TechnologiesLogitechLumentumMagna Closures / Magna MirrorsManhattan Associates Inc.MathWorksMattel Inc.McCain Foods Ltd.Medtronic PLCMercerMetLifeMFS Investment ManagementMoody’sMOOG Inc.Mylan Inc.

NasdaqNew Balance AthleticsNewMarket Corp.Nike Inc.Nordson Corp.Northern Trust Corp.ON SemiconductorOrtho Clinical DiagnosticsOxford Industries Inc.Panasonic Avionics Corp.Parker HannifinPerkinElmer Inc.PrincipalPrologisQAD Inc.QiagenQuintilesRed Hat Inc.Rockwell AutomationRoyal Bank of CanadaSabre Corp.SalesforceSanDisk Corp.SAS InstituteSDL PLCSensient TechnologiesServiceSourceShearman & Sterling LLPShire PharmaceuticalsShure Inc.Siemens Product Lifecycle

Management Software Inc.SPX FLOWSt. Jude MedicalState Street Corp.Stratus TechnologiesStrykerSwiss Reinsurance Co. Ltd.TE ConnectivityTeleflexTempur Sealy International Inc.Texas InstrumentsThe Coca-Cola Co.The NPD Group Inc.The Warranty GroupThomson ReutersVeritasWalt Disney InternationalWaters Corp.Wellington Management Co. LLPWells Fargo & Co.Woodward Inc.W.R. GraceZoetis

MEXICO

A.T. KearneyAAM

AdobeAecomAggrekoAlbeaAlticorA.M. Castle & Co.American Eagle OutfittersAmerican TrimAmerisourceBergenAMEX GBTAnsellApotexARRISAspen TechnologyATCOATSAutomatic Data Processing LLCAvnetBaker HughesBall Corp.Barry CallebautBaxterBenchmark Electronics Inc.Bio-Rad Laboratories Inc.BMC SoftwareBorgWarner Inc.Boson Scientific Corp.Briggs & Stratton Corp.BungeBunge North AmericaCabot Corp.Callaway Golf Co.Cardinal HealthCarpenter Technology Corp.Caterpillar Financial

Services Corp.CDK GlobalCelestica Inc.CH2MChemtura Corp.Ciena Corp.CitrixCobham PLCContinental AGCooperVision Inc.CSCCTS Corp.Curtiss-Wright Corp.DanfossDawn Food ProductsDaycoDeere & Co.DematicDentsply SironaDHL Supply ChainDimension Data AmericasDLLDNV GL

EatonElectronic ArtsEnerflexEngineered Controls

International LLCFederal-MogulFerro Corp.Flowserve Corp.Fluor Corp.FMC Corp.Freudenberg North AmericaGap Inc.GartnerGeneral ElectricGeneral Mills Inc.General Motors Co.Google Inc.H.B. Fuller Co.Hamilton Beach Brands Inc.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.Helen of Troy Ltd.Hewlett Packard EnterpriseHill-RomHilton WorldwideHollister Inc.Houghton InternationalIBMIHS Global Ltd.InfineraIngersoll Rand Latin AmericaIngram MicroInterContinental Hotels GroupInternational PaperJarden Consumer SolutionsJDA SoftwareJohnson Controls Inc.Kennametal Inc.Kohler Co.KONE Inc.Kronos Inc.Kyocera International Inc.LairdLake Region MedicalLevel 3 CommunicationsLinde NA Inc.Livingston InternationalLyondellBasell Industries NVMagna Closures / Magna MirrorsMarriott Vacations

Worldwide Corp.Mary Kay Inc.Masco Corp.Mattel Inc.McCain Foods Ltd.McGraw-Hill Education Inc.Medtronic PLC




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MercerMeritorMetLifeMoody’sNeovia LogisticsNew Balance AthleticsNewMarket Corp.Nike Inc.Nordson Corp.NSF InternationalOdyssey ReOlympusOrtho Clinical DiagnosticsOxford University PressPanduitParker HannifinPerkinElmer Inc.Perrigo Co. PLCPolyOnePRA Health SciencesPrincipalPrintronixPrologisQAD Inc.QiagenQuintilesRed Hat Inc.Robertshaw Controls Co.Rockwell AutomationSabre Corp.SalesforceSchneider National Inc.Sensient TechnologiesShire PharmaceuticalsShure Inc.Siemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.SPX FLOWSt. Jude MedicalSTERIS Corp.STMicroelectronics Inc.StrykerSunEdisonSwiss ReT.D. Williamson Inc.TE ConnectivityTeleflexTempur Sealy International Inc.Terumo BCTTexas InstrumentsThe Bilco Co.The Coca-Cola Co.The Hershey Co.The Manitowoc Co.The NPD Group Inc.The Scotts Miracle-Gro Co.The Vollrath Co LLC

The Warranty GroupThomson ReutersTransUnionTriMas Corp.UnisysUrban Science Applications Inc.VeritasViskase Cos. Inc.Walt Disney InternationalWaters Corp.WestRock MWV LLCXPO LogisticsZF North America Inc.Zoetis

NETHERLANDS

A.T. KearneyA10 NetworksAdobeAggrekoAlbemarleAMC Networks InternationalAMEX GBTApotexApplied MaterialsARRISAutomatic Data Processing LLCAvnetBaker HughesBall Corp.BaxterBenchmark Electronics Inc.Bio-Rad Laboratories Inc.BioMarin Pharmaceuticals Inc.Blackhawk NetworkBMC SoftwareBriggs & Stratton Corp.BungeCabot Corp.Carpenter Technology Corp.CartusCDK GlobalChemtura Corp.Ciena Corp.CitrixCommvault Systems Inc.CooperVision Inc.CorningCSCDanfossDawn Food ProductsDentsply SironaDrew MarineEatonEquinixFLIR Systems Inc.Flowserve Corp.Fluor Corp.

GartnerGeneral ElectricGeneral MotorsGfKGoogle Inc.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.Henry Schein Inc. (HSI)Hewlett Packard EnterpriseHill-RomHilton WorldwideHollister Inc.IBMIDEXX LaboratoriesIHS Global Ltd.Indeed.comInfoblox Inc.Ingram MicroInteractive Intelligence GroupJDA SoftwareJohnson Controls Inc.Level 3 CommunicationsLionbridge TechnologiesLogicacmg Nederland BVLogitechLyondellBasell Industries NVManhattan Associates Inc.MathWorksMattel Inc.McCain Foods Ltd.Medtronic PLCMercerMeritorMOOG Inc.MWH GlobalMylan Inc.Neovia LogisticsNike Inc.NN GroupNordson Corp.Northern Trust Corp.OCLCPanasonic Avionics Corp.Parker HannifinPerkinElmer Inc.PolyOnePRA Health SciencesPrintronixPrologisProQuest LLCQAD Inc.QiagenQorvoQuintilesRed Hat Inc.Rockwell AutomationSabre Corp.

SalesforceSAS InstituteSDL PLCSensient TechnologiesShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.SolarWindsSPX CorporateSPX FLOWSt. Jude MedicalState Street Corp.StrykerSunEdisonSunOpta Inc.Swiss ReTE ConnectivityTeleflexTempur Sealy International Inc.Texas InstrumentsThe Coca-Cola Co.The Warranty GroupThomson ReutersTotal System Services

Inc. (TSYS)UnisysVeritasVermeer Corp.Walt Disney InternationalWaters Corp.Woodward Inc.XPO LogisticsZoetis

RUSSIA

A.T. KearneyAecomAggrekoAspen TechnologyAvnetBaker HughesBaxterBio-Rad Laboratories Inc.BungeCaterpillar Financial

Services Corp.CitrixCooperVision Inc.CorningDanfossDawn Food ProductsDeere & Co.Dentsply SironaEatonElectronic ArtsFederal-MogulFlowserve Corp.




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Fluor Corp.FMC Corp.GartnerGeneral ElectricGeneral MotorsGfKGoogle Inc.Harman InternationalHasbro Inc.Hewlett Packard EnterpriseHilton WorldwideIBMIHS Global Ltd.International PaperJohnson Controls Inc.Kennametal Inc.Kohler Co.Latham & Watkins LLPMary Kay Inc.Mattel Inc.McCain Foods Ltd.Medtronic PLCMetLifeMobile GameDev Co.Moody’sMOOG Inc.Nike Inc.Nordson Corp.Parker HannifinPRA Health SciencesQuintilesRed Hat Inc.Rockwell AutomationRockwell CollinsSabre Corp.SAS InstituteSDL PLCShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.StrykerT.D. Williamson Inc.TE ConnectivityTexas InstrumentsThe Coca-Cola Co.The Manitowoc Co.Thomson ReutersTotal System Services

Inc. (TSYS)VeritasWalt Disney InternationalW.R. GraceZoetis

SINGAPORE

A.T. KearneyAdobe

AecomAggrekoAlbemarleAmerisourceBergenAMEX GBTAnalog DevicesApplied MaterialsARRISAspen TechnologyAutomatic Data Processing LLCAvnetBaker HughesBank of MontrealBaxterBenchmark Electronics Inc.Bio-Rad Laboratories Inc.BMC SoftwareBungeCabot Microelectronics Corp.Capital GroupCardinal HealthCartusCaterpillar Financial

Services Corp.CDK GlobalCelestica Inc.CH2MCiena Corp.CignaCitrixCobham PLCCoherent Singapore Pte Ltd.Coherent Inc.Commvault Systems Inc.CooperVision Inc.Corning Inc.CP KelcoCSCCSG InternationalCTS Corp.Curtiss-Wright Corp.Cushman & WakefieldDanfossDeere & Co.DematicDentsply SironaDigitalGlobe Inc.Drew MarineEatonElectronic ArtsElliottEmerson Process Management

Asia PacificEnsco PLCEnsogoEquinixEvoquaFlexco

Flowserve Corp.FormFactorGartnerGeneral ElectricGeneral Mills Inc.General MotorsGoogle Inc.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.Hewlett Packard EnterpriseHill-RomHilton WorldwideHootsuite Media Inc.Houghton InternationalHubSpotIBMIHS Global Ltd.Ingram MicroInternational PaperJDA SoftwareJohnson Controls Inc.Kennametal Inc.Kohler Co.LairdLatham & Watkins LLPLevel 3 CommunicationsLionbridge TechnologiesLogitechLyondellBasell Industries NVManhattan Associates Inc.Marriott Vacations

Worldwide Corp.McGraw-Hill Education Inc.Medtronic PLCMercerMeritorMetLifeMFS Investment ManagementMoody’sMOOG Inc.NasdaqNeptune Orient Lines Ltd.New Balance AthleticsNewMarket Corp.Nike Inc.Nordson Corp.Northern Trust Corp.Odyssey ReON SemiconductorPanasonic Avionics Corp.PerkinElmer Inc.Pioneer InvestmentsPolyOnePRA Health SciencesPrincipalPrintronixPrologis

QiagenQorvoQuantum Corp.QuintilesRed Hat Inc.Rockwell AutomationRockwell CollinsRoyal Bank of CanadaSabre Corp.SalesforceSAS InstituteSDL PLCSensient TechnologiesServiceSourceShearman & Sterling LLPSiemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.SolarWindsSPX FLOWSt. Jude MedicalState Street Corp.STERIS Corp.Stratus TechnologiesStrykerSunEdisonSwiss Reinsurance Co. Ltd.Syniverse TechnologiesT.D. Williamson Inc.TE ConnectivityTeekay Corp.TeleflexTempur Sealy International Inc.Terumo BCTTexas InstrumentsThe Coca-Cola Co.The Hershey Co.The Manitowoc Co.The Warranty GroupThomson ReutersToppan Photomasks Inc.UnisysVeritasVermeer Corp.Walt Disney InternationalWaters Corp.WE CommunicationsWellington Management Co. LLPWells Fargo & Co.WorldVentures LLCW.R. GraceXPO LogisticsZoetis

SPAIN

A.T. KearneyAdobeAecom




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AggrekoAMC Networks InternationalAmerisourceBergenAmnealAnalog DevicesApotexARRISAutomatic Data Processing LLCAvnetBaker HughesBaxterBio-Rad Laboratories Inc.BMC SoftwareBorgWarner Inc.BungeCapital GroupCardinal HealthCaterpillar Financial

Services Corp.CDK GlobalCelestica Inc.CGI ISMC Espana SACiena Corp.CignaCitrixCNHICommvault Systems Inc.CooperVision Inc.CSCDanfossDawn Food ProductsDaycoDeere & Co.DematicDentsply SironaDigi InternationalEatonElectronic ArtsFerro Corp.FLIR Systems Inc.Flowserve Corp.Fluor Corp.FMC Corp.GartnerGeneral ElectricGeneral Mills Inc.General MotorsGfKGoogle Inc.Hasbro Inc.Henry Schein Inc. (HSI)Hewlett Packard EnterpriseHill-RomHilton WorldwideHollister Inc.IBMIDEXX LaboratoriesIngram Micro

International PaperInterpublic Group of Cos. Inc.Johnson Controls Inc.Kennametal Inc.Latham & Watkins LLPLevel 3 CommunicationsLionbridge TechnologiesLyondellBasell Industries NVMagna Closures / Magna MirrorsMarriott Vacations

Worldwide Corp.Mary Kay Inc.MathWorksMattel Inc.McCain Foods Ltd.McGraw-Hill Education Inc.Medtronic PLCMercerMetLifeMobile GameDev Co.Moody’sMylan Inc.NBTYNeovia LogisticsNexeo SolutionsNike Inc.Nordson Corp.NSF InternationalOpen Society FoundationsPanasonic Avionics Corp.Parker HannifinPerkinElmer Inc.PeroxyChemPolyOnePRA Health SciencesQAD Inc.QiagenQuintilesRed Hat Inc.Rockwell AutomationSabre Corp.SalesforceSAS InstituteSDL PLCSensient TechnologiesShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.SPX FLOWSt. Jude MedicalSTERIS Corp.StrykerSunEdisonSwiss ReTE ConnectivityTeekay Corp.Teleflex

Tempur Sealy International Inc.Terumo BCTThe Coca-Cola Co.The NPD Group Inc.The Vollrath Co LLCThomson ReutersUnisysUrban Science Applications Inc.VeritasWalt Disney InternationalWaters Corp.Zoetis

SWEDEN

AAMAdobeAecomAMEX GBTAnalog DevicesARRISAutomatic Data Processing LLCAvnetBaxterBio-Rad Laboratories Inc.BMC SoftwareBorgWarner Inc.CDK GlobalCGI Inc.CitrixCobham PLCCommvault Systems Inc.CooperVision Inc.CSCCSG InternationalDanfossDeere & Co.Dentsply SironaEatonElectronic ArtsFLIR Systems Inc.Flowserve Corp.GartnerGeneral ElectricGeneral Mills Inc.General MotorsGoogle Inc.Harman InternationalHewlett Packard EnterpriseHill-RomHollister Inc.IBMInfineraIngram MicroJDA SoftwareLairdLionbridge TechnologiesMathWorksMedtronic PLC

MercerMeritorMylan Inc.Nike Inc.Nordson Corp.Parker HannifinPerkinElmer Inc.PRA Health SciencesQiagenQuintilesRed Hat Inc.Rockwell AutomationSabre Corp.SalesforceSAS InstituteSDL PLCShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc.SolarWindsSPX FLOWSt. Jude MedicalStrykerTE ConnectivityTempur Sealy International Inc.Texas InstrumentsThe Coca-Cola Co.Thomson ReutersUnisysVeritasWalt Disney InternationalWaters Corp.W.R. Grace

SWITZERLAND

AdobeAdvanced EnergyAmerisourceBergenAMEX GBTAmnealAutomatic Data Processing LLCAvnetBall Corp.BaxterBio-Rad Laboratories Inc.BMC SoftwareBriggs & Stratton Corp.Brown Brothers HarrimanBungeCabot Corp.Capital GroupCardinal HealthCartusCaterpillar Financial

Services Corp.CDK GlobalChemtura Corp.Citrix




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Columbia Sportswear Co.CSCDanfossDeere & Co.Dentsply SironaEatonElectronic ArtsElliottEquinixFlowserve Corp.GartnerGeneral ElectricGeneral Mills Inc.General MotorsGfKGoogle Inc.H.B. Fuller Co.Harman InternationalHasbro Inc.Helen of Troy Ltd.Hewlett Packard EnterpriseHill-RomHollister Inc.Hyatt Hotels Corp.IBMIDEXX LaboratoriesIHS Global Ltd.Incyte Corp.Ingram MicroJohnson Controls Inc.Johnson Outdoors Inc..Kennametal Inc..Lionbridge TechnologiesLogitechLumentumMathWorksMedtronic PLCMercerMeritorMylan Inc.Nike Inc.ON SemiconductorOrtho Clinical DiagnosticsParker HannifinPATHPerkinElmer Inc.QiagenQuantum Corp.QuintilesRed Hat Inc.Rockwell AutomationSalesforceSAS InstituteSensient TechnologiesShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc..Solar Turbines Inc..

St. Jude MedicalState Street Corp.StrykerSwiss ReTE ConnectivityTempur Sealy International Inc.The Coca-Cola Co.Thomson ReutersUnisysVerisign Inc.VeritasWalt Disney InternationalWaters Corp.Zoetis

UNITED KINGDOM

A.T. KearneyA10 NetworksAAMACCO Brands Corp.AdobeAdvanced EnergyAecomAggrekoA.M. Castle & Co.AMC Networks InternationalAmerican Eagle OutfittersAmerisourceBergenAMEX GBTAmnealAnalog DevicesAnsellAnsys Inc.Apache Corp.ApotexApplied MaterialsApptio Inc.Arbonne International LLCARRISAspen TechnologyAsurionATSAutomatic Data Processing LLCAvid TechnologyAvnetBaker HughesBall Corp.Bank of MontrealBaxterBechtel Global Corp.Bio-Rad Laboratories Inc.BioMarin Pharmaceuticals Inc.Blackhawk NetworkBMC SoftwareBorgWarner Inc.BoxBriggs & Stratton Corp.Bristow Group Inc.

Brown Brothers HarrimanBuild-A-Bear WorkshopCabot Corp.Callaway Golf Co.Canadian Natural Resources Ltd.Capgemini Financial ServicesCapital GroupCapital One Financial Corp.Cardinal HealthCartusCatalent Pharma SolutionsCaterpillar Financial

Services Corp.CDK GlobalCH2MCha Technologies GroupChannelAdvisorCharter Manufacturing Co. Inc.Chemtura Corp.Cheniere EnergyCiena Corp.CignaCincomCitrixCME GroupCNHICobham PLCCoherent Inc.Commvault Systems Inc.Compass MineralsConvergysCooperVision Inc.CorningCP KelcoCSA GroupCSCCSG InternationalCTS Corp.Curtiss-Wright Corp.DanfossDawn Food ProductsDaycoDayNine ConsultingDeere & Co.DematicDentsply SironaDigi InternationalDigitalGlobe Inc.Discover Financial ServicesDocuSignDST Systems Inc.E & J Gallo WineryEatonEchoStar Corp.Electronic ArtsElliottEnsco PLCEquinix

Esterline Technologies Corp.EvoquaFederal-MogulFLIR Systems Inc.Flowserve Corp.Fluor Corp.FM GlobalFMC Corp.FTD Cos.Gap Inc.GartnerGemological Institute of AmericaGeneral ElectricGeneral Mills Inc.General MotorsGfKGilead SciencesGlatfelterGoogle Inc.Harley-Davidson Motor Co.Harman InternationalHasbro Inc.Helen of Troy Ltd.Henry Schein Inc. (HSI)HessHewlett Packard EnterpriseHill-RomHilton WorldwideHollister Inc.Hootsuite Media Inc.Hyatt Hotels Corp.IBMICF InternationalIDEXX LaboratoriesIHS Global Ltd.IMS HealthIndeed.comInfineraInfoblox Inc.Ingram MicroInteractive Intelligence GroupInternational PaperInterpublic Group of Cos. Inc.Jarden Consumer SolutionsJDA SoftwareJohnson Controls Inc.Kennametal Inc.Kohler Co.Kronos Inc.L Brands Inc.LairdLatham & Watkins LLPLevel 3 CommunicationsLexisNexis Risk SolutionsLionbridge TechnologiesLogica UK Ltd. LogitechLyondellBasell Industries NV




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Manhattan Associates Inc.Marriott Vacations

Worldwide Corp.Mary Kay Inc.Masco Corp.MathWorksMattel Inc.McCain Foods Ltd.McGraw-Hill Education Inc.McKessonMedtronic PLCMercerMeritorMerrill Corp.MetLifeMFS Investment ManagementMimecastMoody’sMOOG Inc.MWH GlobalMylan Inc.National Basketball

Association (NBA)NavigantNBTYNeovia LogisticsNeptune Orient Lines Ltd.New Balance AthleticsNewMarket Corp.Nexeo SolutionsNike Inc.Nordson Corp.North American Science

Associates Inc.Northern Trust Corp.Northrop Grumman Corp.NSF InternationalOCLCOdyssey ReOpen Society FoundationsOrtho Clinical DiagnosticsPanasonic Avionics Corp.Parker HannifinPatheonPerkinElmer Inc.Perrigo Co. PLCPioneer InvestmentsPiramal Enterprises Ltd.PolyOnePRA Group Inc.PRA Health SciencesPrincipalPrologisProQuest LLCQAD Inc.QiagenQorvoQuantum Corp.Quintiles

Red Hat Inc.Research NowRingCentralRocket Fuel Inc.Rockwell AutomationRockwell CollinsRowan Cos.Royal Bank of CanadaSabre Corp.SalesforceSanDisk Corp.SAS InstituteSDL PLCSensient TechnologiesServiceSourceShearman & Sterling LLPShire PharmaceuticalsSiemens Product Lifecycle

Management Software Inc.Solar Turbines Inc.SPX CorporateSPX FLOWSt. Jude MedicalState Street Corp.STERIS Corp.Stratus TechnologiesStrykerSunEdisonSwiss ReSyniverse TechnologiesT.D. Williamson Inc.TD Bank GroupTE ConnectivityTeekay Corp.TeleflexTempur Sealy International Inc.Terumo BCTTexas InstrumentsThe Bilco Co.The Coca-Cola Co.The Manitowoc Co.The NPD Group Inc.The Rubicon Project Inc.The Scotts Miracle-Gro Co.The Travelers Cos. Inc.The Warranty GroupThomson ReutersTotal System Services

Inc. (TSYS)TriMas Corp.UnisysUrban Science Applications Inc.Verisign Inc.VeritasVMWareVonage Holding Corp.W2O GroupWalt Disney International

Waters Corp.WE CommunicationsWellington Management Co. LLPWells Fargo & Co.Woodward Inc.W.R. GraceXactly Corp.Zetron Inc.Zoetis


Su

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ion

s

Bonus: an after-the-fact reward or payment based on the

performance of an individual, a group of workers operating

as a unit, a division or business unit, or an entire workforce.

Exempt Salaried: all other salaried employees, except

officers and executives, not subject to the overtime pay

provisions of the Fair Labor Standards Act of 1938 (FLSA).

General increase/Cost of Living Allowance (COLA): an

identical pay raise either in a flat rate such as cents per hour

or as a percentage of salary given to all eligible employees.

Also known as an across-the-board increase.

Incentive: any form of variable payment tied to perfor-

mance. The payment is a monetary award. Incentives are

contrasted with bonuses in that performance goals for

incentives are predetermined.

Lump-sum Award: an award that is paid in a

single cash payment.

Management Salaried (Non-U.S.): all other salaried

employees, except officers and executives.

Merit increase: an adjustment to an individual’s

base pay rate based on performance or some other

individual measure.

Nonexempt Hourly Nonunion: hourly employees who

are not exempt from the minimum wage and overtime pay

provisions of the Fair Labor Standards Act of 1938 (FLSA).

Exclude hourly union employees.

Nonexempt Salaried: salaried (compensation paid by the

week, month or year rather than by the hour) employees

who are not exempt from the minimum wage and overtime

pay provisions of the Fair Labor Standards Act of 1938

(FLSA). Exclude hourly employees both union and nonunion.

Nonmanagement Hourly Nonunion (Non-U.S.): hourly

nonunion employees. Exclude hourly union employees.

Nonmanagement Salaried (Non-U.S.): salaried

nonunion employees. Exclude hourly employees both

union and nonunion.

Officers/Executives: top and/or senior management that

have significant responsibility for the management of the

company as well as influence on the results of the company.

Other increase: may include internal equity adjustments,

salary range adjustments, skill-based pay increases. See

options in question 9a for more examples.

Promotional increase: an increase in a salary or wage

rate provided to a person because of a promotion to a

higher-level job.

Salary range structure change: the percent change in the

control points (or the midpoints) of a formal salary range,

band or wage rate that are adjusted to reflect movements in

the market place.

Total base salaries: total salaries for all eligible employees

(base salaries only).

Total increase: the total amount of any combination of the

above increases (General, COLA, Merit, Other) expressed

as a percentage of payroll to be granted as increases

during the year. The budget percentage is calculated by

totaling the amount of general increases, cost-of-living

increases, merit and other increases granted or scheduled

to be granted in the year, and dividing the total salaries

of all eligible employees whether or not they received a

salary increase.

Variable pay: compensation that is contingent on discre-

tion, performance or results achieved. It may be referred to

as pay at risk.

S U R V E Y D E F I N I T I O N S


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United States (U.S.)

The deadline to submit the survey is May 2, 2016. This document is provided as a tool to assist you with participation. However, the online questionnaire at www.worldatwork.org/salarybudgetsurvey must be completed and submitted in order for you to receive the complimentary survey results. Please note that only the questions that apply to the U.S. are listed on this document;; therefore, some question numbers are missing, including #1. If your organization operates in multiple industries within the U.S. or if pay practices differ across divisions, U.S. regions, business units or subsidiaries, please complete a separate question for each.

Demographics

2*. How should your company be listed on the participant list in the report?

Company name: ____________________________ 3*. Please indicate the industry that best describes your organization using the three-digit North American Industry Classification System (NAICS) code.

4*. How many full-time equivalent (FTE) employees does your company employ worldwide? (Please report your worldwide headcount, even though the budget data you are reporting may only apply to a specific country or business unit.)

o 1 – 499 o 500 – 2,499 o 2,500 – 9,999 o 10,000 – 19,999 o 20,000+

Drop shadow to be added to this shape on all versions. Multiply:75%

*Mandatory question

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5. What was the total revenue (money generated by your company from sales of goods or services on a worldwide basis) for your organization at the end of 2015? (Please report in U.S. dollars.)

o Up to $30 million o More than $30 million to $100 million o More than $100 million to $300 million o More than $300 million to $600 million o More than $600 million to $1 billion o More than $1 billion to $3 billion o More than $3 billion to $5 billion o More than $5 billion to $8 billion o More than $8 billion to $10 billion o More than $10 billion

6*. The U.S. organizational unit you are reporting data for in this questionnaire is:

o Headquarters (skip to 7) o Subsidiary/group/division o Regional headquarters o Plant/branch o Independent consultant o Consulting firm o Public sector o Educational

6a*. Please describe the division, subsidiary, region, etc., for which you are reporting data in this questionnaire. (e.g., Southern region, manufacturing division, etc.) ____________________________

*Mandatory question

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7*. For which region(s), state(s) and major metropolitan area(s) are you reporting data in this questionnaire? (You must check at least one region;; state and metro area selections are optional.) ¨ Eastern U.S. Optional: Please indicate the states and metro areas for which you are reporting data.

¨ All states in this region ¨ Connecticut ¨ Delaware ¨ Maine ¨ Maryland ¨ Baltimore

¨ Massachusetts ¨ Boston ¨ New Hampshire ¨ New Jersey ¨ New York ¨ New York ¨ Pennsylvania ¨ Philadelphia ¨ Pittsburgh ¨ Rhode Island

¨ Vermont ¨ Virginia

¨ Washington D.C. ¨ West Virginia ¨ Central U.S. Optional: Please indicate the states and metro areas for which you are reporting data.

¨ All states in this region ¨ Illinois ¨ Chicago ¨ Indiana ¨ Iowa ¨ Kansas ¨ Kentucky

¨ Michigan ¨ Detroit ¨ Minnesota ¨ Minneapolis ¨ Missouri ¨ St. Louis ¨ Nebraska ¨ North Dakota ¨ Ohio ¨ Cincinnati ¨ Cleveland ¨ South Dakota

¨ Wisconsin

¨ Southern U.S. Optional: Please indicate the states and metro areas for which you are reporting data.

¨ All states in this region ¨ Alabama ¨ Arkansas ¨ Florida ¨ Miami ¨ Tampa ¨ Georgia ¨ Atlanta ¨ Louisiana ¨ Mississippi

¨ North Carolina ¨ Oklahoma ¨ South Carolina ¨ Tennessee ¨ Texas ¨ Dallas ¨ Houston

¨ Western U.S. Optional: Please indicate the states and metro areas for which you are reporting data.

¨ All states in this region ¨ Alaska ¨ Arizona ¨ Phoenix ¨ California ¨ Los Angeles ¨ San Diego ¨ San Francisco ¨ San Jose ¨ Colorado ¨ Denver ¨ Hawaii ¨ Idaho

¨ Montana ¨ Nevada ¨ New Mexico ¨ Oregon ¨ Portland ¨ Utah ¨ Washington ¨ Seattle ¨ Wyoming

*Mandatory question

United States


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United States - Base Salary Increases 8*. How many U.S. employees in each category are you reporting data for in this questionnaire? If your organization does not have an employee category or you are not reporting data for a given category, please enter zero for number of employees.


8a. Where does your organization approximately target its base pay levels in comparison to the market?

10th percentile

25th percentile

50th percentile (median)

75th percentile

90th percentile

Other percentile

No formal compensation strategy

Nonexempt Hourly Nonunion o o o o o o

o

Nonexempt Salaried o o o o o o o Exempt Salaried o o o o o o o Officers/Executives o o o o o o o

8a1. If your organization targets the market at a percentile different than the options in the previous question (10th, 25th, 50th, 75th, or 90th), what is the target? ________________________ 8b. Please complete the table below.

How many months between base pay increases in

2016?

How many months are projected to be between base pay increases in

2017? Nonexempt Hourly Nonunion

Nonexempt Salaried Exempt Salaried Officers/Executives

9*. What is your organization’s actual 2016 budget for base pay increases?

Note: Fill in “0” (zero) only if there is no increase budgeted where one typically is budgeted. If a particular type of increase program is not used/applicable in your organization, please leave the field blank.

General increase/COLA Merit increase Other increase Total increase

Nonexempt Hourly Nonunion % % % % Nonexempt Salaried % % % % Exempt Salaried % % % % Officers/Executives % % % %

*Mandatory question

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9a. If you have included an increase in the “Other increase” column of the previous question, what is the nature of this increase? (Check all that apply.)

q Accelerated increase cycle to move employee closer to midpoint (salary progression) q Adjustment related to state/local minimum wage increase q Compression q Internal equity q Market adjustment/competitive adjustment q Retention/critical skill adjustment q Salary range adjustment q Skill-based pay increase q Step rate q Other increase not listed above

9b. Has your reported base salary budget increase for nonexempt employees been affected by the impending FLSA exemption test changes expected to publish this summer?

o Yes, our base salary budget increase for nonexempt employees is higher than it would have been had those changes not been coming

o Yes, our base salary budget increase for nonexempt employees is lower than it would have been had those changes not been coming

o No, the impending FLSA changes have not affected our reported base salary budget increase for nonexempt employees

Has your reported base salary budget increase for exempt employees been affected by the impending FLSA exemption test changes expected to publish this summer? o Yes, our base salary budget increase for exempt employees is higher than it would have been

had those changes not been coming o Yes, our base salary budget increase for exempt employees is lower than it would have been had

those changes not been coming o No, the impending FLSA changes have not affected our reported base salary budget increase for

exempt employees 9c. Please share any FLSA change-related considerations that affected your reported salary budget increase. _____________________________________________________________ 10. Does your organization give lump-sum awards?

Yes No Nonexempt Hourly Nonunion o o Nonexempt Salaried o o Exempt Salaried o o Officers/Executives o o

10a. What percentage of employees received a lump sum award in 2015?

Nonexempt Hourly Nonunion % Nonexempt Salaried % Exempt Salaried % Officers/Executives %

*Mandatory question

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11. What percentage of your organization’s employees, by category, will be receiving a base salary increase (e.g., general increase/COLA, merit increase or other) in 2016?

11a. Does the percentage of employees who will be receiving a 2016 base salary increase, which you reported in the previous question, represent a larger, similar or smaller percentage of employees compared to 2015?

Percentage is larger than 2015

Percentage is similar to 2015

Percentage is smaller than 2015

Nonexempt Hourly Nonunion o o o Nonexempt Salaried o o o Exempt Salaried o o o Officers/Executives o o o

12. What is your organization’s projected 2017 budget for base pay increases?

Note: Fill in “0” (zero) only if there is no increase budgeted where one is typically budgeted. If a particular type of increase program is not used/applicable in your organization, please leave the field blank.

General increase/ COLA

Merit increase Other increase Total increase

Nonexempt Hourly Nonunion % % % %

Nonexempt Salaried % % % % Exempt Salaried % % % % Officers/Executives % % % %

12a. If you have included an increase in the “Other increase” column in the previous question, what is the nature of this increase? (Check all that apply.)

q Accelerated increase cycle to move employee closer to midpoint (salary progression) q Adjustment related to state/local minimum wage increase q Compression q Internal equity q Market adjustment/competitive adjustment q Retention/critical skill adjustment q Salary range adjustment q Skill-based pay increase q Step rate q Other increase not listed above

Nonexempt Hourly Nonunion % Nonexempt Salaried % Exempt Salaried % Officers/Executives %

*Mandatory question

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12b. Has your reported base salary budget increase for nonexempt employees been affected by the impending FLSA exemption test changes expected to publish this summer?

o Yes, our base salary budget increase for nonexempt employees is higher than it would have been had those changes not been coming

o Yes, our base salary budget increase for nonexempt employees is lower than it would have been had those changes not been coming

o No, the impending FLSA changes have not affected our reported base salary budget increase for nonexempt employees

Has your reported base salary budget increase for exempt employees been affected by the impending FLSA exemption test changes expected to publish this summer? o Yes, our base salary budget increase for exempt employees is higher than it would have been

had those changes not been coming o Yes, our base salary budget increase for exempt employees is lower than it would have been had

those changes not been coming o No, the impending FLSA changes have not affected our reported base salary budget increase for

exempt employees 12c. Please share any FLSA change-related considerations that affected your reported salary budget increase. ______________________________________________________________ 13. Please complete the following table based only on those employees eligible for a merit increase:

What percentage of your workforce was rated in this performance category for

2015?

What was the average merit increase

awarded for this 2015

performance category?

What percentage of your workforce is estimated to be rated in this performance category for

2016?

What is the average merit increase award estimate for this

2016 performance category?

High Performance (exceeds expectations)

Middle Performance (generally meets expectations)

Low Performance (does not meet expectations)

Total* 100% 100%

*Mandatory question

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United States - Salary Structures 14. If your organization uses a formal salary range structure, please complete the table below. Note: Fill in “0” (zero) only if there is no increase planned where one typically is given.

Actual 2016 Percent Increase

Projected 2017 Percent Increase

Nonexempt Hourly Nonunion % % Nonexempt Salaried % % Exempt Salaried % % Officers/Executives % %

15. If no 2016 salary range structure increase was made, how many months has it been since the last structure increase?


United States – Promotions 16a. What is the impact of promotional increases on your organization’s salary budget?

o We budget an additional amount for promotional increases as part of our salary budget but separate from other pay increase budgets. (Skip to 16c.)

o We budget an additional amount for promotional increases as part of our merit budget. (Skip to 16c.)

o We budget an additional amount for promotional increases as part of our general increase/COLA budget. (Skip to 16c.)

o We budget an additional amount for promotional increases as part of our other increase budget. (Skip to 16c.)

o We do not budget for promotional increases. (Proceed to 16b.)

16b. If your organization does not budget for promotional increases, how are they paid for/funded? (Check all that apply.)

q We pay for promotional increases out of the merit budget, even though the merit budget is not inflated to cover promotional increases.

q We pay for promotional increases out of the general increase/COLA budget, even though the general increase/COLA budget is not inflated to cover promotional increases.

q We pay for promotional increases out of the other increase budget, even though the other increase budget is not inflated to cover promotional increases.

q We pay for promotional increases with savings (e.g., savings realized from vacant positions, hiring at a lower rate than the previous incumbent, downsizing).

*Mandatory question

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16c. How much does your organization plan to spend on promotional increases as a percentage of total base salaries in 2016? _____% 16d. How does your organization’s planned promotional increases for 2016 (the answer to question 16c) compare with what was spent in 2015 and what is projected to be spent in 2017?

More Similar Less Planned spending on promotional increases in 2016 is … than 2015

o o o

Estimated spending on promotional increases in 2017 will be … than 2016

o o o

Please complete the table below.

17. In 2015, what percentage of the total employee population received a promotional increase?

%

18. In 2015, what was the average promotional increase as a percentage of the promoted employee’s base salary (prior to promotion)?

%

United States - Variable Pay For purposes of this survey, variable pay is defined as short-term cash awards that are contingent upon performance, discretion or results achieved. Variable pay types include:

Profit-sharing Performance sharing (e.g., gain-sharing or goal-sharing) Individual incentives Bonuses.

The following pay types should not be included:

o Sales commission plans o Long-term incentives, such as stock plans or multiyear cash performance plans o Noncash-based awards such as merchandise, trips, plaques or trophies o Plans that require cash awards to be placed in accounts that are not readily accessible to

employees (e.g., 401(k) accounts, pension plans, deferred compensation plans)

o Cash awards for recognition. 19. Does your organization currently use variable pay as defined above?

o Yes o No (skip to 25)

*Mandatory question

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20. Which of the following formal plan award types does your organization use? (Check all that apply.)

q Organizationwide awards based solely on the success of the entire organization (e.g., cash profit-sharing)

q Unit/strategic business unit awards based solely on the success of the unit/strategic business unit (e.g., department incentive programs, manufacturing goal sharing, call-center incentives)

q Individual incentive awards based on employees’ performance in designated jobs (other than sales)

q Combination awards based on both organizationwide/unit/strategic business unit success and individual performance

21. For the 2015 plan year, which employee categories were eligible for variable pay? (Check all that apply.)


21a. For the 2015 plan year, what was the percentage of employees eligible for variable pay and percentage of those employees actually paid variable pay?

Percentage of employees eligible for variable pay for

2015 plan year

Percentage of eligible employees actually paid variable pay for 2015 plan

year Nonexempt Hourly Nonunion % % Nonexempt Salaried % % Exempt Salaried % % Officers/Executives % % 22. For which employee categories does your organization have a formal budget process for variable pay?


22a. Please indicate the average percentage of base pay budgeted for variable pay in each employee category. Fill in “0” (zero) only if your organization typically budgets for variable pay for that employee group, but has not budgeted or will not budget for the program in the respective plan year.

Average % budgeted for variable pay in 2015 plan

year

Average % budgeted for variable pay in 2016 plan

year

Projected average % budgeted for variable pay in 2017 plan

year Nonexempt Hourly Nonunion Nonexempt Salaried Exempt Salaried Officers/Executives

*Mandatory question

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*Mandatory question

23. Please provide the average percentage of base pay your variable pay plans actually paid for the 2015 plan year and the average percentage projected to be paid for the 2016 plan year.

Average % paid for variable pay for 2015

plan year

Projected % paid for variable pay for 2016 plan year

Nonexempt Hourly Nonunion Nonexempt Salaried Exempt Salaried Officers/Executives 24. What impact does your variable pay program have on base salary budget recommendations?

Employee Group No impact Some impact

Significant impact

Nonexempt Hourly Nonunion o o O Nonexempt Salaried o o O Exempt Salaried o o O Officers/Executives o o O United States - Health-Care Cost Impact 25. Does the size of health-care cost increases impact your base salary budget recommendations?

o Yes o No

United States - Compensation Programs/Practices 26. Which of the following has your organization used in the past 12 months? (Check all that apply.)

q Employee referral bonus q Exempt overtime pay or time off q Larger merit increase budgets q Market adjustments/increase to

base salary q Noncash recognition and

rewards q Paying above market q Project milestone/completion

bonus

q Retention/stay bonus q Separate salary structures q Sign-on/hiring bonus q Special cash bonus/group

incentives (not organizationwide)

q Spot bonus (individual) q Stock grant programs q Stock option program

*Mandatory question

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*Mandatory question

Participant Information 27*. As a survey participant, you will receive the Executive Report & Analysis and a two-year subscription to the 2016-2017 data in the Online Reporting Tool that will allow you to customize your survey results. In which format would you prefer to receive your complimentary copy of the Executive Report & Analysis?

o Electronic (.pdf) copy only o Hard copy only o Electronic (.pdf) and hard copy

28*. Please provide the name and contact information of the person completing this survey. You must be a WorldatWork member to participate in the WorldatWork 2016-2017 Salary Budget Survey. (If you are completing this survey on behalf of a member, please note that the survey results will be sent directly to the member’s address on file.)

WorldatWork Member Number:

Name: _________________________________________________________

Title: _________________________________________________________

Company: _________________________________________________________

Phone: _________________________________________________________

Email: _________________________________________________________ 29*. By submitting this survey form, I understand that if mandatory (*) sections of the survey are not completed correctly, I will not be eligible as a participant to receive a complimentary copy of the survey report.

o I understand and agree to the statement above.

If you have a question about how to complete the survey,

please call WorldatWork Customer Relationship Services at 877-951-9191.

The deadline to submit the survey is May 2, 2016. This document is provided as a tool to assist you with participation. However, the online questionnaire at www.worldatwork.org/salarybudgetsurvey must be completed and submitted in order for you to receive the

complimentary survey results. If you have technical difficulties completing the online questionnaire, you may fax or mail this completed questionnaire to:

WorldatWork Survey Team • Fax 480-483-8352 • Toll-free fax 866-816-2962 14040 N. Northsight Blvd. • Scottsdale, AZ 85260

*Mandatory question

United States

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CA

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*Mandatory question

Canada

The deadline to submit the survey is May 2, 2016. This document is provided as a tool to assist you with participation. However, the online questionnaire at www.worldatwork.org/salarybudgetsurvey must be completed and submitted in order for you to receive the complimentary survey results. Please note that only the questions that apply to Canada are listed on this document;; therefore, some question numbers are missing, including #1. If your organization operates in multiple industries within Canada or if pay practices differ across divisions, Canadian regions, business units or subsidiaries, please complete a separate question for each. Demographics

2*. How should your company be listed on the participant list in the report? Company name: ____________________________ 3*. Please indicate the industry that best describes your organization using the three-digit North American Industry Classification System (NAICS) code.


o 1 – 499 o 500 – 2,499 o 2,500 – 9,999 o 10,000 – 19,999 o 20,000+

*Mandatory question


Canada


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*Mandatory question*Mandatory question



6*. The Canadian organizational unit you are reporting data for in this questionnaire is:


6a*. Please describe the division, subsidiary, region, etc., for which you are reporting data in this questionnaire. (e.g., Western region, manufacturing division, etc.) ____________________________ 7*. For which province(s)/territories and major metropolitan areas are you reporting data? (Check all that apply.)

¨ Alberta ¨ Calgary ¨ Edmonton ¨ British Columbia ¨ Vancouver ¨ Manitoba ¨ Winnipeg ¨ New Brunswick ¨ Newfoundland ¨ Northwest Territories ¨ Nova Scotia ¨ Nunavut ¨ Ontario ¨ Hamilton ¨ Ottawa ¨ Toronto ¨ Prince Edward Island ¨ Quebec ¨ Montreal ¨ Quebec ¨ Saskatchewan ¨ Yukon

Canada


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*Mandatory question

Canada - Base Salary Increases 8*. How many Canadian employees in each category are you reporting data for in this questionnaire? If your organization does not have an employee category or you are not reporting data for a given category, please enter zero for number of employees.


Nonmanagement Salaried Management Salaried Officers/Executives

8b. Please complete the table below.


2016?


2017? Nonmanagement Hourly Nonunion




General increase/COLA


Nonmanagement Hourly Nonunion % % % %

Nonmanagement Salaried % % % % Management Salaried % % % % Officers/Executives % % % %

9a. If you have included an increase in the “Other increase” column of the previous question, please explain the nature of this increase. _______________________________ 12. What is your organization’s projected 2017 budget for base pay increases?






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*Mandatory question

12a. If you have included an increase in the “Other increase” column in the previous question, please explain the nature of this increase. ______________________________ Canada - Salary Structures 14. If your organization uses a formal salary range structure, please complete the table below. Note: Fill in “0” (zero) only if there is no increase planned where one typically is given.

Actual 2016 Percent Increase

Projected 2017 Percent Increase

Nonmanagement Hourly Nonunion % %

Nonmanagement Salaried % % Management Salaried % % Officers/Executives % %

15. If no 2016 salary range structure increase was made, how many months has it been since the last structure increase?



Participant Information 27*. As a survey participant, you will receive the Executive Report & Analysis and a two-year subscription to the 2016-2017 data in the Online Reporting Tool that will allow you to customize survey results for the countries where enough data are collected. In which format would you prefer to receive your complimentary copy of the Executive Report & Analysis?


Canada

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*Mandatory question

*Mandatory question



Name: _________________________________________________________

Title: _________________________________________________________

Company: _________________________________________________________

Phone: _________________________________________________________



If you have a question about how to complete the survey, please call WorldatWork Customer Relationship Services at 877-951-9191.

The deadline to submit the survey is May 2, 2016.

This document is provided as a tool to assist you with participation. However, the online questionnaire at www.worldatwork.org/salarybudgetsurvey must be completed and submitted in order for you to receive the

complimentary survey results. If you have technical difficulties completing the online questionnaire,

you may fax or mail this completed questionnaire to: WorldatWork Survey Team • Fax 480-483-8352 • Toll-free fax 866-816-2962

14040 N. Northsight Blvd. • Scottsdale, AZ 85260 USA

Canada

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*Mandatory question

Countries Outside of U.S./Canada [Australia, Belgium, Brazil, China, France, Germany, India, Italy, Japan, Mexico,

Netherlands, Russia, Singapore, Spain, Sweden, Switzerland, United Kingdom (UK)]

The deadline to submit the survey is May 2, 2016. This document is provided as a tool to assist you with participation. However, the online questionnaire at www.worldatwork.org/salarybudgetsurvey must be completed and submitted in order for you to receive the complimentary survey results. Please note that only the questions that apply to these countries are listed on this document. If your organization operates in multiple industries within a country or if pay practices differ from country to country, across divisions, regions, business units or subsidiaries, please complete a separate question for each. Demographics 1*. Of the countries below that your organization operates in, which would you like to report salary budget data for in this questionnaire? (Check all that apply.)

q Australia q Belgium q Brazil q China q France q Germany q India q Italy q Japan q Mexico q Netherlands q Russia q Singapore q Spain q Sweden q Switzerland q United Kingdom (UK)

2*. How should your company be listed on the participant list in the report?

Company name: ____________________________


Global


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*Mandatory question

3*. Please indicate the industry that best describes your organization using the three-digit North American Industry Classification System (NAICS) code.


o 1 – 499 o 500 – 2,499 o 2,500 – 9,999 o 10,000 – 19,999 o 20,000+



6*. The organizational unit you are reporting data for in this section is:


6a*. Please describe the division, subsidiary, region, etc., for which you are reporting data in this section. (e.g., Southern region, manufacturing division, etc.): ____________________________ Base Salary Increases

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*Mandatory question

8*. How many employees in each category are you reporting data for in this questionnaire? If your organization does not have an employee category or you are not reporting data for a given category, please enter zero for number of employees. NOTE: This document has been modified from the online questionnaire to allow you to note the number of employees in each country for which you are reporting. When you complete the online questionnaire, you will respond to question #8 for each country that you selected in question #1.

Country: _________ Country: _________ Country: _________ Nonmanagement Hourly Nonunion












Global

Qu

est

ion

na

ire


2 0 1 6 - 2 0 1 7 Q U E S T I O N N A I R E

GLO

BA

L2

016

-2017 Q

ue

stion

na

ire

*Mandatory question

*Mandatory question

8b. Please complete the table below.


2016?


2017? Nonmanagement Hourly Nonunion




General increase/COLA




9a. If you have included an increase in the “Other increase” column of the previous question, please explain the nature of this increase. _______________________________ 12. What is your organization’s projected 2017 budget for base pay increases?






12a. If you have included an increase in the “Other increase” column in the previous question, please explain the nature of this increase. ______________________________

Global

Qu

estio

nn

aire


2 0 1 6 - 2 0 1 7 Q U E S T I O N N A I R E

G

LOB

AL

2

016

-201

7 Q

ue

stio

nn

air

e

*Mandatory question

*Mandatory question

Participant Information 27*. As a survey participant, you will receive the Executive Report & Analysis and a two-year subscription to the 2016-2017 data in the Online Reporting Tool that will allow you to customize survey results for the countries where sufficient data are collected. In which format would you prefer to receive your complimentary copy of the Executive Report & Analysis?




Name: _________________________________________________________

Title: _________________________________________________________

Company: _________________________________________________________

Phone: _________________________________________________________



If you have a question about how to complete the survey, please call WorldatWork Customer Relationship Services at 877-951-9191.

The deadline to submit the survey is May 2, 2016.

This document is provided as a tool to assist you with participation. However, the online questionnaire at www.worldatwork.org/salarybudgetsurvey must be completed and submitted in order for you to receive the complimentary

survey results. If you have technical difficulties completing the online questionnaire,

you may fax or mail this completed questionnaire to: WorldatWork Survey Team • Fax 480-483-8352 • Toll-free fax 866-816-2962

14040 N. Northsight Blvd. • Scottsdale, AZ 85260 USA

Global

Qu

est

ion

na

ire

Need More Data for the U.S. or Canada?

12

4

3

5

Log in at www.worldatwork.org/salarybudgetsurvey.

Under My Subscriptions, select “2016-2017 Salary Budget Survey.”

Run unlimited reports, customized by:

a. Type of data

b. Statistic (e.g., mean, median, 25th/75th percentile)

c. Industry

d. Number of employees

e. Revenue

f. Geographic region

g. State/province

h. Major metropolitan area

Simply view reports or “print to PDF” those you wish to save.

Store printed reports in the folder inserts that follow this page.

See page 6 (Get Started Now) for step-by-step login and “Online Reporting Tool” access instructions.

For additional assistance with the “Online Reporting Tool,” please contact our Customer Relationship Services team at 877-951-9191 or 480-922-2020, or [email protected].

www.worldatwork.org®

American Compensation Association®

Legacy publication®

Business/ Human Resources/

Compensation

6337697815799

ISBN 9781579633769

Documents

WorldatWork 2016-2017 Salary Budget Survey · FIGURE 5 Salary Budget Increase Trends 22 FIGURE 6 Total Salary Budget Increases, by Region ... FIGURE 30 2015-2017 Variable Pay Programs,