Professional Documents
Culture Documents
Introduction to
Mercers
International
Position
Daniele Giugno, Geneva
Evaluation System
www.mercer.com
Standardized
Point Factor
Customized
Point Factor
Description
Market Pricing
& Slotting
Classes/grades defined
using aspects of job
content; jobs assigned to
classes/grades
Strengths
Classification
(Roles)
Simple
Easy to maintain
Easy to explain
Easy to modify
Adaptable to job families
Relationship to market
values
Credible
Limitations
Whole Job
Ranking
Greater Complexity
Interpretation needed to
slot jobs
Difficult if poor data or
fast changing market
Volatile
Effort required to
develop factors
Much effort to administer
and implement
Mercer
1.
Impact
Impact
Contribution
2.
Communication
Position
3.
Innovation
4.
Knowledge
5.
Risk
Mercer
Communication
Frame
Innovation
Complexity
Knowledge
Team
Breadth
Risk
Environment
Organisation Sizing
Mercer
Applie
d
R&D
Procure
EngineerLogisticsProduc
e
Apply
Market Sale
Assembl
s
e
Distributio
n
Servic
e
Impact
Level of Contribution
NATURE OF
IMPACT
1
Delivery
Operational
Tactical
Strategic
Visionary
Mercer
Limited
Some
Direct
Significant
Major
Communication
FRAME
COMMUNICATION
1
Convey
Influence
Negotiate
Negotiate
Long term
Mercer
Internal Shared
External Shared
Internal Divergent
External Divergent
Innovation
COMPLEXITY
INNOVATION
1
Follow
Check
Modify
Improve
Create /
Conceptualize
Scientific/Technical
Breakthrough
Mercer
Defined
Difficult
Complex
Multi-Dimensional
Analyze
Analyzecomplex
complexissues
issuesand
andsignificantly
significantly
improve,
change
or
adapt
improve, change or adaptexisting
existingmethods
methods
and
andtechniques.
techniques.
Knowledge
TEAMS
KNOWLEDGE
1
Limited
Job Knowledge
Basic
Job Knowledge
Expertise
Professional
Standard
Organisational Generalist
/ Functional Specialist
Mercer
Team Member
Team Leader
Teams Manager
BREADTH
Domestic
Regional
Global
Lead
Lead aa team
teamthrough
throughapplication
applicationof
of
broad
knowledge
of
one
broad knowledge of one job
jobarea
area or
or
basic
knowledge
of
several
related
basic knowledge of several relatedjob
job
areas
areas
Risk
Environment
Risk
Mercer
Normal
Mental
Injury
Disability
1
Low
Exposure
2
Moderate
Exposure
3
High
Exposure
Normal
Normal working
working conditions.
conditions. Physical
Physical
and/or
and/or mental
mental work
work in
in an
anenvironment
environment
where
where international
international standards
standards of
of
safety
apply.
safety apply.
Mercer
Position
Class
Position
Class
Position
Class
26
50
40
426
450
56
826
850
72
51
75
41
451
475
57
851
875
73
76
100
42
476
500
58
876
900
74
101
125
43
501
525
59
901
925
75
126
150
44
526
550
60
926
950
76
151
175
45
551
575
61
951
975
77
176
200
46
576
600
62
976
1000
78
201
225
47
601
625
63
1001
1025
79
226
250
48
626
650
64
1026
1050
80
251
275
49
651
675
65
1051
1075
81
276
300
50
676
700
66
1076
1100
82
301
325
51
701
725
67
1101
1125
83
326
350
52
726
750
68
1126
1150
84
351
375
53
751
775
69
1151
1175
85
376
400
54
776
800
70
1176
1200
86
401
425
55
801
825
71
1201
1225
87
10
IPE deliverables
Application in Human
Resources Management
Organisational analysis
Remuneration
management
profiles
A database to support career planning and succession
An objective reference to solve title issues
A reliable base for an equitable salary structure
Recruitment
Promotion and succession
planning
HR information
HR controlling
HR audits
Mercer
11
IPE
Class
550
Unit 1
Unit 2
Unit 3
Unit 4
466 COORDINATOR
Van Eyck
451 PROMOTION MANAGER
Canaletto
60
526
525
59
501
500
58
476
475
57
451
Mercer
12
COMPANY B
COMPANY A
TYPE OF COMPANY
Sales company
Turnover
Manufacturing and
Sales company
2 million
Organisation level
2 million
MD
MD
Admin
Responsible for
Mercer
Accounting
Office Service
Group Treasury
Group Controller
Group Audit
Information Systems
13
Structure Analysis
Position
Class
L
L-1
L-2
L-1
L-1
L-2
L-2
L-2
L-1
L-3
L-3
L-2
L-2
L-2
L-2
Mercer
14
Position
Class
Mercer
15
Reference
Salary
290
IV
220
III
170
II
130
100
X
Utopia
X
Risk
X
Challenge
X
Recognition
X
Mercer
16
Euro
75
INTERNAL
REFERENCE
50
25
Position class
Mercer
17
Benchmarking
Benchmark
positions
Six levels
Organization
benchmarks
Visionary
100%
Strategic
L-1
70%
20
15
Tactical
L-2
50%
75
40
Operational
L-3
30%
250
75
Delivery
L-4
10%
650
65
25%
1000
200
Total
Mercer
Typical
headcount
18
Executive Interviews
with focus on
direct reports
19
Project Management
Mercer
Know-how
transfer and
guidance
Organisation / Area
representatives
+ HR department
Executive committee
Approve evaluations
Project team
Assure internal equity
Mercer
Quality review
Focus groups
HR department
+ project team member
Mercer
Mercer
Quality review
20
Communication
Not aimed at cutting manpower /salaries
Looking at Position; not Position-holder
Need to know market position
Using well tested evaluation methodology
Fairly and consistently evaluates jobs
Can compare all types of jobs
Evaluations carried out by those who are knowledgeable of jobs
Position Description not the only source of job data
Mercer
21
Mercer
22
Consulting
Project Planning
Size of organisations
Migrate existing IPE2
evaluations to IPE3
Role Clarification
Executive Position
evaluations
Establish new Global
Benchmarks
Consolidate and peer
review evaluations
Redefine relationship
between position class
and grade level
Communication
Understand
behavioural
objectives
Assess the audience
Create communication
strategy and means
Roll out the
communications
strategy
Information
Services
Technology
Analyse Technology
needs and current tools
Outline possible
Technology options
Support decision process
towards new Technology
Provide IT platform
and process specific tools
- Mercer ePRISM
- Mercer MerritNET
- Mercer HR Suite
Total Remuneration
Surveys
Bespoke Surveys
Benefits and valuation
methodology
LTI methodology
Market Pricing
PayMonitor
Global HR Monitor
Mercer Membership
Project Management
Mercer
23
www.mercer.com