Post on 15-Jun-2018
People Advisory Services
Georgia
Compensation & Benefits Survey
2017
Demo version
DEMO-VERSION
This document is proprietary information for the familiarization. It may not be passed on in whole or in part to third parties nor quoted nor disseminated in publicin any way without the prior approval of EY.
GeorgiaCompensation and BenefitsSurvey
2017
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 2
• General information about the Survey……………………………………………….........13• Monthly Fixed Pay – summary………………………………………………………….......15• Annual Fixed Pay and Annual Total Pay - summary……….………………………..........21• Remuneration on particular positions……………………………………………………........23• Electronic tool for benchmarking analysis………………………….....………………........25
Volume 2. HR Policies and Practices report
• Key points………………………………………………………………………………….......29• Characteristics of the participants ……………………………………………………….....31• HR Policies and Practices ……………………………………………………………….....33• HR metrics …………………………………………………………………………………......35
Table of contentsGeneral information about Survey
• How to use Compensation & Benefits Survey Report ……………………………………………………………………......5• Methodology of the Survey ……………………………………………………………………………………………....... 5• Structure of the Compensation Package……………………………………………………………………………….... 7• Definitions of Terms used in the Survey ………………………………………………………………………………...... 8• Description of the job code formation ………………………………………………………………………………….... 9 • Description of Categories and Levels ...................................................................................................................10
• List of participants ………………………………………………………………………………………………………….......11• Contact information …………………………………………………………………………………………………………..38
Volume 1. Salary reportDEMO-VERSION
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 3
General information aboutsurvey
How to use Compensation & Benefits Report This section of the survey contains information on how the data was put together, what it represents, and how to use the report in the most meaningful way possible.
This section sets out the methodology through which the survey was compiled, defines key statistical terms, describes main elements of pay, and also gives a series of tips regarding easy access to various pieces of data.
It is strongly recommended that persons unfamiliar with the usage of such reports read this section carefully before going into the survey report. Even those who have used to deal with such data could find this section a useful.
Methodology of the survey
Participants
• Companies, which operate in the Georgian market (see the section “List of Participants”).
• Survey covers information on persons employed in Georgia. Expatriate packages are not covered by the survey.
Data Collection
• We gathered the data about real jobholders (not the average data on a company level)
• The questionnaire was provided to the participants in the electronic format. Traditionally it consists of four sections:
• Sections A & D covering general information about the company,
• Sections B covering HR policies and practices (including non-cash benefits policies),
• Section C covering remuneration for particular positions.
• While completing the Questionnaire (Section C), participants matched jobs in their companies to the standard jobs defined by EY
for reporting purposes. In this process, called job matching, the Job Descriptions Manual has been used.
• The Job Descriptions Manual was compiled and developed in the electronic format.
• We introduced a simple job classification table to help in job matching process; jobs were matched on the basis of
responsibilities, and not the job title itself. Clarifications were given by telephone in order to ensure that data was given for
appropriate jobs and categories.
• While the questionnaires were being filled out and data submitted, EY representatives could be contacted by participants via a
"hotline" for consultations and explanations.
• The information and data received from each participating company was put into the unified, protected database. Each incoming
questionnaire was checked for accuracy and consistency. In case of any doubts, the consultants contacted participants for
refinements and clarifications.
• The degree to which the information provided corresponded to job duties was examined. Consultants evaluated the data by
position, using a variety of indicators, such as high and low salary levels, accountability of a job holder official and
other indicators, casting doubt on the representative nature of the information for each group of jobs. Any significant vari-
ations were then checked with the provider for accuracy.
• The aggregated data was published in a format guaranteeing confidentiality and preventing the possibility to identify data of
separate companies.
Timeframe
• Data on monthly base salaries was gathered as of June 30, 2017.
• Data on variable pay received by jobholders was gathered for a 12-month period ending June 30, 2017.
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Data presentation
• Information about monthly fixed pay is expressed in GEL before taxation (gross). For companies, which denominate salaries in
foreign currency, we used the exchange rate of the National Bank of Georgia as of 30 June 2017 (2.4072 GEL/USD, 2.7444
GEL/EUR), if another exchange rate was not specified in a certain questionnaire.
• Salary data was presented in an aggregated format, with the use of statistical measures:
• deciles
• quartiles
• median
• average
• In addition to standard jobs, the report also provides information on job groups. Jobs with similar functions and tasks were
included in groups (the level and experience of the jobs may differ). For example, the group FID110 «Accountants» includes such
positions as: FID110.07.10 «Senior Accountant», FID110.08.10 «Accountant» and FID110.09.10 «Junior Accountant».
• The salary data was presented in the three sections: “Monthly Fixed Pay”, “Annual Fixed Pay and Annual Total Pay”, and
“Remuneration on particular positions”.
• Please note that statistics on monthly salary and annual total pay are calculated separately. Therefore, the sum of statistical
measure on a monthly salary for 12 months and the corresponding statistical measure on variable pay, in general, will not
correspond to the annual total pay of the position.
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 6
Structure of the Compensation Package The information was gathered for the following main elements of pay: Monthly Fixed Pay, including:
Monthly base salary Basic element of compensation package; paid on a monthly basis or more frequently, usually guaranteed to the employee by the employment agreement.
Allowances Paid regularly (usually on a monthly basis), always in the same amount, in addition to the base salary; usually linked to the function or working conditions (e.g. allowance for harmful conditions). These allowances may be statutory or company-provided.
Guaranteed payments Payments predefined in the amount or percentage of a basic salary and are paid to employees. Payments that are not connected to employee or company performance. This type of remuneration is typically paid monthly or at the end of the year.
+ Variable Pay, including:
Annual performance-related bonus Bonus paid only if company / employee meet certain annual goals. May be determined as a percentage of basic salary or based on other approach.
Monthly, quarterly and semi-annual bonuses Bonus paid to the employee on a monthly/ quarterly/ semi-annual basis, if company/ employee meets certain goals in the respective period.
Commission remuneration Bonus paid to the employee after carrying out commercial operations /
transactions, usually calculated as a percentage of the transaction amount.
Long-term incentive payments Cash payments to employees according to long-term incentive programs (e. g., bonuses based on the valuation of the company’s shares, price of the company, company's key performance indicators, progress towards long-term projects, etc.)
Other forms of variable pay Other forms of variable pay not covered in the previous categories.
= Annual Total Pay Sum of all the elements paid to a certain jobholder in annual terms. This
is the main information for benchmarking, as it describes the overall remuneration for the jobholder.
In the final report we present information regarding total monthly fixed pay, total annual pay and each element of variable pay for each of the jobs. However, the most important information concerns:
• Monthly Fixed Pay
• Annual Total Pay Structure of the compensation package (Fixed / Variable) The Survey also contains the proportion between the Fixed Pay and Variable Pay for each job. The average structure of the package shows how widespread are cash incentives within the compensation package for each position. The average percentage of Variable Pay in the Annual Total Pay is calculated for each job. This figure is calculated by determining
the percentage of variable pay for each jobholder and then taking the median of this data.
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 7
Definitions of Terms used in the Survey Number of incumbents For each position, the number of employees reported by participants is presented. The higher the number, the more reliable are the results. Deciles For the purposes of statistical analysis, all the data is organized in an ascending order. Lower decile is the parameter that describes the first 10th percent of the sample. For example, if there were 100 employees on a Financial Analyst position and their salaries were organized in the ascending order, the 10th lowest salary would be the figure for the lower decile. Similarly, the upper decile describes the 90th percent point of the sample (in the above example — the 90th salary). Generally speaking, deciles “cut off” the lower and upper 10 percent of the sample, due to this they describe the sample much better than the minimum and maximum that can sometimes be misleadingly extreme. Quartiles The abovementioned approach is used, the only difference is that quartiles represent respectively 25th percent (first or lower quartile) and 75th percent (upper quartile) of the sample, i.e., 25th salary out of 100 and 75th salary out of 100. Quartiles are considered as a stable and valid measure, because they represent the middle 50 percent of the sample (i.e., 50 percent of the salaries are between first and third quartile). Median Median represents the salary of the middle employee in the sample (or the average of the two middle employees if the number of data points in the sample is even). It is used for the purposes of compensation analysis due to its stability. Median shows the value that is considered to be “the most representative” for the distribution. For example, the answer to the question “How much is HR Specialist paid?” would be the value of the median. Average Standard arithmetic average calculated as a sum of all the salaries divided by the number of incumbents. Average itself is not a good measure, because it is highly sensitive to the extreme minimum and maximum values. However, it is commonly used together with the median, because it serves properly as a “control parameter”, and the comparison of both values gives additional information on the distribution of the sample.
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 8
Description of the job code formation
The scheme below shows an example of job code formation, and also the link between the organizational structure and individual job code.
Warehouse worker LOG300.10.40
LOG 300 10 40
Function (In example – Logistics)
Number of subfunction to which the given position is matched (In example – The Department of Warehousing as Logistics subfunction)
Level of position (1-10)
Number of position in the given subfunction at the given level. For example, if subfunction at one level has three positions, the last digits of their codes will be, respectively, 10, 20 and 30.
“Where should I look if I want to know…”
…what “lower decile” really means? How to use this salary survey
…what is the average remuneration for middle management?
Monthly Fixed Pay and Annual Total Pay – information by levels
…what is the monthly fixed pay of HR Director?
Monthly Fixed Pay
…what is the annual fixed pay and annual total pay for a Senior Accountant?
Fixed Pay and Total Pay
…how much I should pay my Sales Representative?
Remuneration on particular positions
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 9
Description of Categories and Levels
Job categories used in the survey
Level Examples of job titles
Top Management
1 CEO / President
2 First Deputy of CEO / First Vice-President
Senior Management
3 Vice-President / Director
4 Head of Department / Directorate
Middle Management
5 Head of Division
6 Head of Division (Unit) / Manager
Professional
7 Chief / Leading Specialist
8 Specialist
Clerical / Manual Workers
9 Junior Specialist / Worker 5-6th grade
10 Assistant / Worker 1-4th grade
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 10
List of participants
1. Abbott
2. APM Terminals Poti
3. Arvato CRM Georgia
4. Askaneli Brothers
5. Batumi International Container Terminal
6. Bitfury Georgia
7. Easter European Centre for Multiparty Democracy
8. Elit Electronics
9. EU-Georgia Business Council Representative Office in Tbilisi
10. Friedrich-Ebert-Stiftung South Caucasus Office / Georgia Office
11. Georgian Branch of IDS Borjomi Beverages Company Co.
12. Georgian Railway
13. Georgia's Reforms associates
14. GlaxoSmithKline Georgia
15. Halyk Bank Georgia
16. HE Rental
17. Lomisi (EFES Georgia Operation)
18. National Democratic Institute
19. Neogas
20. Oriflame Georgia
21. PSP Pharma
22. Rompetrol Georgia
23. SAGA Impex
24. Sante GMT Products
25. SICPA Security Solutions Georgia
26. Sun Petroleum Georgia
27. Transparency International Georgia
28. United Nations Development Programme in Georgia
29. Veon Georgia (Beeline)
30. Company A*
List of participants of General Industry Survey - 2017*
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 12
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Georgia
Compensation and BenefitsSurvey2017
Volume 1. Salary report
DEMO-VERSION
Information bypositions and by EYlevels
Information onmonthly fixed pay
ACTUAL
PLAN
Text
Summary
67% of participatingcompanies increased salariesduring the period from July2016 to June 2017
6%Actual salary increase
(median)
67% of participatnig companies havealready planned salary increase for the
period from July 2017 to June 20185%
Planned salary increase(median)
Information on totalannual pay
Information on citiesand regions ofGeorgia
7
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 14
30 companiesparticipated in thesurvey
Data as of June 30,2017
Monthly Fixed Pay –summary
Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017
Job Code Job TitleLower
decile
First
quartileMedian
Third
quartile
Upper
decileAverage
Number of
incumbents
ADM000.04.10 Administration Director
ADM100.06 Office / Housekeeping Managers
ADM100.06.10 Office Manager
ADM100.06.20 Housekeeping Manager
ADM100.07.10 Senior Translator / Interpreter
ADM100.08.20 Personal Assistant to General Manager
ADM100.09.15 Executive Assistant / Secretary 918 937 1,225 1,513 1,985 1,328 8
ADM100.09.20 Department Assistant
ADM100.10.10 Receptionist
ADM300.06.10 Office Supplies Manager
ADM300.08.10 Office Supplies Specialist
ADM400 Documentation Coordinators
ADM400.08.10 Documentation Coordinator
ADM400.10.10 Archivist
ADM500.06.10 Fleet Manager
ADM500.07.10 Head of Transport Unit
ADM500.08.10 Traffic / Transportation Coordinator
ADM500.10 Drivers
ADM500.10.10 Driver
ADM500.10.20 Personal Driver
ADM600.08.10 Facilities Engineer
ADM600.10 Mechanics / Sanitary Technicians / Electricians (Office)
ADM600.10.10 Mechanic
ADM600.10.20 Sanitary Technician
ADM600.10.40 Cleaner
CAC100.07.09 Call Center Supervisor
CAC100 Call Center Operators
CAC100.08.10 Senior Call Center Operator
CAC100.09.10 Call Center Operator
CCD200.06.10 Head of Real Estate Search and Evaluation Unit
CLS000.04.10 Customer Service Director
CLS100.08.10 Post-sale Service Engineer
CLS200.06.10 Customer Service Manager
CLS200 Customer Care Specialists
CLS200.07.10 Leading Customer Service Specialist
CLS200.08.10 Customer Service Specialist
CLS200.09.10 Junior Customer Care Specialist
FID000 Finance Directors
FID000.03.10 Finance Director (Board)
FID000.04.10 Finance Director
FID100.04.10 Head of Financial Department
FID100.06.10 Planning and Economic Unit Head
FID110.05.10 Chief Accountant
FID110.06.10 Deputy Chief Accountant
FID110 Accountants
FID110.07.10 Senior Accountant
FID110.08.10 Accountant
FID110.09.10 Junior Accountant
FID110.10.10 Cashier
FID120.08.20 Accounts Receivable Control Specialist
FID130.05 Finance Controllers
FID130.05.10 Chief Finance Controller
FID130.06.10 Finance Controller
Monthly fixed pay Georgia
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 16
Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017
Job Code Job TitleLower
decile
First
quartileMedian
Third
quartile
Upper
decileAverage
Number of
incumbents
Monthly fixed pay Georgia
FID130 Finance Analysts / Economists
FID130.07.10 Chief Finance Analyst / Chief Economist
FID130.08.10 Finance Analyst / Economist
FID130.09.10 Junior Finance Analyst
FID300.05.10 Head of Treasury
FID300 Specialists of Treasury
FID300.08.10 Specialist of Treasury
GEM000.01.10 General Manager
GEM000 General Directors / Viсe-Presidents Deputy
GEM000.02.10 First Deputy General Director / First Viсe-President
GEM000.03.10 General Director / Viсe-President Deputy
GEM000.06.10 General Director Advisor
GEM300.02.10 Representative Office Head
HRD000 HR Directors
HRD000.04.10 HR Director
HRD100.04.10 Head of HR Department
HRD100.05.10 HR Business Partner
HRD200.06.10 Human Resources Manager
HRD200 Human Resources Generalists
HRD200.07.20 Leading Human Resources Generalist
HRD200.08.10 Human Resources Generalist
HRD200.10.10 HR Assistant
HRD300 Training and Development Specialists
HRD300.07.10 Chief Training and Development Specialist
HRD300.08.20 Internal Trainer
HRD400.06.10 Compensation and Benefits Manager
HRD600 HR Administration Specialists
HRD600.07.10 Chief HR Administration Specialist
HRD600.08.10 HR Administration Specialist
HSE100.06.10 Labor Safety Manager
HSE100 Labor Safety Inspectors / Specialists
HSE100.08.10 Labor Safety Inspector / Specialist
HSE120 Fire Safety Specialists
HSE120.08.10 Fire Safety Specialist
IAT000.06.10 Internal Audit Manager
IAT000.07 Internal Auditors
IAT000.07.10 Chief Internal Auditor
IAT000.08.10 Internal Auditor
ITD000 IT Directors / Chief Information Officers
ITD000.04.10 IT Director
ITD000.06.10 IT Manager
ITD001 IT Specialists
ITD000.07.50 Senior IT Specialist
ITD000.08.10 IT Specialist
ITD000.09.10 Junior IT Specialist
ITD130 System Analysts
ITD130.07.10 Senior System Analyst
ITD130.08.10 System Analyst
ITD130.09.10 Junior System Analyst
ITD135.05.10 System Architect Unit Head
ITD200.06.10 Database Administration Unit Head
ITD200.07.10 Database Administrator
ITD305.08.10 Service Desk Specialist (Helpdesk)
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 17
Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017
Job Code Job TitleLower
decile
First
quartileMedian
Third
quartile
Upper
decileAverage
Number of
incumbents
Monthly fixed pay Georgia
ITD500 Information Security Specialists
ITD500.07.10 Senior System Administrator
ITS000.03.10 Software Development Director
ITS110.06.10 Team Lead, General Software
ITS110 Developers (General)
ITS110.07.30 Senior Developer, General
LEG000 General Counsels
LEG000.04.10 General Counsel
LEG100.06.10 Head of Legal Unit
LEG100 Legal Advisors
LEG100.07.10 Senior Lawyer
LEG100.08.10 Legal Advisor
LEG100.09.10 Junior Lawyer
LEG300 In-House Lawyers
LEG300.08.10 In-House Lawyer
LEG300.09.10 Junior In-House Lawyer
LOG100.05.10 Head of Logistics Department
LOG100.06.10 Logistics Manager
LOG100 Logistics Specialists
LOG100.07.10 Senior Logistics Specialist
LOG100.08.10 Logistics Specialist
LOG110.05.10 Import / Export Unit Head
LOG110.06.10 Import / Export Manager
LOG110 Import / Export Coordinators
LOG110.08.10 Import / Export Coordinator
LOG120.10.10 Truck Driver
LOG120.10.20 Delivery Driver
LOG130 Customs Clearance Specialists / Customs Applicants
LOG130.08.10 Customs Clearance Specialist / Customs Applicant
LOG300.06.10 Warehouse Manager
LOG300.07.10 Warehouse Shift Supervisor
LOG300.08.10 Warehouse Specialist / Supervisor
LOG300.09.10 Warehouse Administrator
LOG300.10.10 Warehouse Loader
LOG300.10.20 Fork-lift / Storing Equipment Driver
LOG300.10.40 Warehouse Worker
LOG500.10.10 Logistics Assistant
LSS000.04.10 Supply Chain Director
LSS100 Distribution Specialists
LSS100.07.20 Leading Distribution Specialist
LSS100.08.10 Distribution Specialist
LSS200.04.10 Purchasing Director
LSS200.06.10 Purchasing Manager / Head of Purchasing Unit
LSS200 Purchasing Specialists
LSS200.07.10 Chief Purchasing Specialist
LSS200.07.20 Leading Purchasing Specialist
LSS200.08.10 Purchasing Specialist / Buyer
LSS200.09.10 Junior Procurement Specialist
MAR000 Marketing Directors
MAR000.03.20 Marketing Director (Board)
MAR000.04.20 Marketing Director
MAR200.06.10 Marketing Manager
MAR200 Marketing Specialists
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 18
Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017
Job Code Job TitleLower
decile
First
quartileMedian
Third
quartile
Upper
decileAverage
Number of
incumbents
Monthly fixed pay Georgia
MAR200.07.10 Leading Marketing Specialist
MAR200.08.10 Marketing Specialist
MAR205.08.10 Designer
MAR400.06.10 Marketing Communications Manager / PR Manager
MAR400 PR Specialists
MAR400.07.10 Leading PR Specialist
MAR500.06.10 Product / Brand Manager
MAR600 Social Media Marketing (SMM) Specialists
MAR600.08.10 Social Media Marketing (SMM) Specialist
MAR900.06.10 Digital Manager
ORO220.06 Gas / Service Station Managers
ORO220.06.10 Gas/Service Station Manager 1
ORO220.07.10 Gas/Service Station Shift Manager
ORO220.09.10 Gas/Service Station Operator
PHS120.07.10 Senior Medical Representative
PHS120.08.10 Medical Representative
PMD000.06.10 Project Manager
PMD000 Project Management Specialists
PMD000.07.10 Chief Project Management Specialist
PMD000.08.10 Project Management Specialist
PRD000.03.10 Production Director
PRD100.05.10 Production Manufactory Manager
PRD100.06.10 Production Unit Manager
PRD100.07.10 Production Unit Foreman
PRD100.08.10 Shift Foreman
PRD200 Production Engineers
PRD200.08.10 Engineer (Production)
PRD210 Dispatchers
PRD210.08.10 Dispatcher Control Operator
PRD600.06.10 Chief Utilities Engineer
PRD610 Electrical Engineers
PRD610.07.10 Senior Electrical Engineer
PRD610.08.10 Electrical Engineer
PRD620.10.1 Electrical Fitters
PRD620.10.12 Electrical Fitter (2 Level)
PRD620.10.13 Electrical Fitter (3 Level)
PRD700 Maintenance Engineers
PRD700.07.10 Senior Maintenance Engineer
PRD700.08.10 Maintenance Engineer
PRD700.10.1 Mechanic Fitters / Repairmen
PRD700.10.13 Mechanic Fitter / Repairman (3 Level)
PRD700.10.3 Electrical and Gas Welders
PRD700.10.33 Electrical and Gas Welder (3 Level)
PRD900.09.1 Line Operators
PRD900.09.12 Line Operator (2 Level)
PRD901.10.1 Crane Operators
PRD901.10.12 Crane Operator (2 Level)
PRD902.10.2 Core Production Workers
PRD902.10.21 Core Production Worker (Entry Level)
PRD902.10.22 Core Production Worker (Qualified)
PRD902.10.23 Core Production Worker (Highly Qualified)
QUC000.04.10 Quality Assurance Director
QUC100.06.10 Quality Assurance Manager
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 19
Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017
Job Code Job TitleLower
decile
First
quartileMedian
Third
quartile
Upper
decileAverage
Number of
incumbents
Monthly fixed pay Georgia
QUC100 Quality Assurance Specialists
QUC100.07.10 Chief Quality Assurance Specialist
QUC100.08.10 Quality Assurance Specialist
RSD100 Laboratory Technicians
RSD100.08.10 Senior Laboratory Technician
RST200.06.10 Retail Store Manager (less than 50 employees)
RST420 Sales Consultants
RST420.10.10 Sales Consultant
SED200.05.10 Head of Security Department
SED220.06.10 Security Manager
SED220.08.10 Security Shiftman
SED220 Security Guards
SED220.09.15 Senior Security Guard
SED220.10.10 Security Guard
SLS000 Sales & Marketing Directors
SLS000.03.10 Sales & Marketing Director (Board)
SLS000.04.20 Commercial Director
SLS100.05 Sales Managers
SLS100.05.20 Regional Sales Manager
SLS100.06.10 Area / Territory Sales Manager
SLS100.07 Sales Representatives
SLS100.08.10 Sales Representative
SLS110.07.10 Merchandisers Supervisor
SLS110.09.10 Merchandiser
SLS200.05.10 Key Account Head
SLS200.07.10 Key Account Supervisor
SLS200.08.10 Key Account Specialist
SLS400 Trade Marketing Specialists
SLS400.08.10 Trade Marketing Specialist
SLS500.06.10 Category Manager
SLS700.06.10 Sales Manager
SLS700.07.10 Leading Sales Specialist
SLS710 Sales Development / Support Specialists / Analysts
SLS710.07.10 Sales Development / Support Leading Specialist
SLS710.08.10 Sales Analyst
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 20
EY People Advisory Service
Annual Fixed Pay andAnnual Total Pay - summary
Annual fixed pay and annual total pay
Gross annual fixed pay in GEL
Gross annual total pay in GEL
Information for the period: July 2016 - June 2017
Job Code Job TitleLower
decile
First
quartileMedian
Third
quartile
Upper
decileAverage
Number of
incumbents
ADM000.04.10 Administration Director
ADM000.04.10 Administration Director
ADM100.06 Office / Housekeeping Managers
ADM100.06 Office / Housekeeping Managers
ADM100.06.10 Office Manager
ADM100.06.10 Office Manager
ADM100.06.20 Housekeeping Manager
ADM100.06.20 Housekeeping Manager
ADM100.07.10 Senior Translator / Interpreter
ADM100.07.10 Senior Translator / Interpreter
ADM100.08.20 Personal Assistant to General Manager
ADM100.08.20 Personal Assistant to General Manager
ADM100.09.15 Executive Assistant / Secretary 11,021 11,253 14,700 18,161 23,823 15,931 8
ADM100.09.15 Executive Assistant / Secretary 11,108 12,245 16,375 19,066 25,612 17,062 8
ADM100.09.20 Department Assistant
ADM100.09.20 Department Assistant
ADM100.10.10 Receptionist
ADM100.10.10 Receptionist
ADM300.06.10 Office Supplies Manager
ADM300.06.10 Office Supplies Manager
ADM300.08.10 Office Supplies Specialist
ADM300.08.10 Office Supplies Specialist
ADM400 Documentation Coordinators
ADM400 Documentation Coordinators
ADM400.08.10 Documentation Coordinator
ADM400.08.10 Documentation Coordinator
ADM400.10.10 Archivist
ADM400.10.10 Archivist
ADM500.06.10 Fleet Manager
ADM500.06.10 Fleet Manager
ADM500.07.10 Head of Transport Unit
ADM500.07.10 Head of Transport Unit
ADM500.08.10 Traffic / Transportation Coordinator
ADM500.08.10 Traffic / Transportation Coordinator
ADM500.10 Drivers
ADM500.10 Drivers
ADM500.10.10 Driver
ADM500.10.10 Driver
ADM500.10.20 Personal Driver
ADM500.10.20 Personal Driver
ADM600.08.10 Facilities Engineer
ADM600.08.10 Facilities Engineer
ADM600.10 Mechanics / Sanitary Technicians / Electricians (Office)
ADM600.10 Mechanics / Sanitary Technicians / Electricians (Office)
ADM600.10.10 Mechanic
ADM600.10.10 Mechanic
ADM600.10.20 Sanitary Technician
ADM600.10.20 Sanitary Technician
ADM600.10.40 Cleaner
ADM600.10.40 Cleaner
CAC100.07.09 Call Center Supervisor
CAC100.07.09 Call Center Supervisor
Georgia
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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 22
Remuneration on particularpositions
Position title: Executive Assistant / Secretary
Code: ADM100.09.15 Number of companies-participants: 7
<5 5-10 10-20 20-50 50-100 100-200 200-500 500-1,000 >1,000
14.3% 0.0% 0.0% 0.0% 28.6% 14.3% 14.3% 28.6% 0.0%
<50 50-100 100-200 200-500 500-1,000 1,000-2,000 2,000-5,000 >5,000
14.3% 0.0% 0.0% 28.6% 28.6% 14.3% 14.3% 0.0%
3. Monthly fixed pay, Annual Fixed Pay and annual total pay (GEL gross)
Entry-level
salary (median)Lower decile First quartile Median Third quartile Upper decile Average
Number of
incumbents
Georgia
- 918 938 1,225 1,513 1,985 1,328 8
- 11,021 11,253 14,700 18,161 23,823 15,931 8
N/A 11,108 12,245 16,375 19,066 25,612 17,062 8
Tbilisi
- 918 938 1,225 1,513 1,985 1,328 8
- 11,021 11,253 14,700 18,161 23,823 15,931 8
N/A 11,108 12,245 16,375 19,066 25,612 17,062 8
Base salary 8 918 1,225 1,789 1,263
Company allowances 2 - - - N/A
Statutory allowances - - - - -
Amount of other monthly fixed payments 1 - - - N/A
Annual performance-related bonus 4 - 1,505 - 1,605
Quarterly and semi-annual bonuses 1 - - - N/A
13th salary and other guaranteed annual payments 2 - - - N/A
Monthly payments and commission remuneration - - - - -
Amount of other annual variable payments 2 - - - N/A
1. Characteristics of companies-participants
Sales volume (mln USD)
% of companies-participants
Number of employees
% of companies-participants
2. Characteristics of the incumbents
Level of professional qualificationForeign language skills are
necessary for this positionInternational experience
37.5% N/A
Actual scope of responsibilities Slightly lower than in Job Description ManualsExactly like in Job Description
ManualsSlightly higher than in Job Description Manuals
Information on compensation is published only if data on position have been provided by not less than three companies-participants.
Only those regions meeting the above requirement are presented below.
Monthly fixed pay
Annual Fixed Pay
Annual total pay
12.5% 87.5% 0.0%
Monthly fixed pay
Annual Fixed Pay
Annual total pay
6. Compensation structure
Percentage of incumbents
recevied variable pay within
position
75.0%
4. Elements of monthly fixed pay (GEL gross per month)Number of
incumbents
TOTAL VARIABLE PAY 6 688 1,505 2,330 1,507
Compensation structure (median) among such
companies:
Annual fixed pay 92.6%
Annual variable pay 7.4%
5. Elements of annual variable pay (GEL gross per year)Number of
incumbents
FROM
(lower decile)Median
TO
(upper decile)Average
FROM
(lower decile)Median
TO
(upper decile)Average
DEMO-VERSION
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 24
Electronic tool forbenchmarking analysis
DEMO-VERSION
► The determination of thecompany market position
► Position of company`s jobs againstthe market
► The results of the benchmarking analysis withmarket by levels and categories
► The deviation rate of employee’ssalaries with market data
Job Name Overpayment Job Name Underpayment
Courier - Kyiv +244% HR Director (Board) - Kyiv -43%Transportation Coordinator / Operator -Lviv
+171% Chief Purchasing Specialist - Kyiv -38%
Area / Territory Sales Manager -Kharkiv +157% General Counsel (Board) - Kyiv -34%
Transportation Coordinator / Operator -Ukraine +131% Head of Support Department - Kyiv -34%
Head of Call Center - Kyiv +105% Head of Supply Chain Department -Kyiv -25%
Housekeeping Manager - Kyiv +105% Finance Director (Board) - Kyiv -24%Transportation Coordinator / Operator -Donetsk
+100% Head of Security Department - Kyiv -23%
Transportation Coordinator / Operator -Kharkiv
+95% Sales Trainer - Dnipropetrovsk -23%
Project Management Specialist -Ukraine +94% Head of Trade Marketing - Kyiv -21%
Area / Territory Sales Manager -Donetsk +92% Office Manager - Kyiv -21%
The most overpaid positions The most underpaid positions
► The deviation analysis of employeessalaries on market indicators
► The positions, departments, levels andregions that have the highest deviationfrom the Survey data
► Comparison table - a detailed comparison of each position / employeeof the company with the market
The results of the Electronic tool for benchmarking analysis usage are presented below
The Participants of the Surveys can visit the training “How to use the Tool” for free
EY Level Standard EY levels description Low erDecile
FirstQuartile
Median ThirdQuartile
UpperDecile
1 This level represents personnel of ''Top Management'' Job categoryExamples of job t itles: CEO / President 0% 100% 0% 0% 0%
2 This level represents personnel of ''Top Management'' Job categoryExamples of job t itles: Firs t Deputy of CEO / First Vice-President
N/A N/A N/A N/A N/A
3 This level represents personnel of ''Senior Management'' Job categoryExamples of job t itles: Vice-President / Director 50% 50% 0% 0% 0%
4 This level represents personnel of ''Senior Management'' Job categoryExamples of job t itles: Head of Department / Directorate
0% 0% 100% 0% 0%
5 This level represents personnel of ''Middle Management'' Job categoryExamples of job t itles: Head of the Division 10% 40% 10% 40% 0%
6 This level represents personnel of ''Middle Management'' Job categoryExamples of job t itles: Head of Division (Unit) / Manager
0% 11% 11% 36% 42%
7 This level represents personnel of ''Professionals '' Job categoryExamples of job t itles: Chief / Leading Specialist 8% 11% 40% 30% 11%
8 This level represents personnel of ''Professionals '' Job categoryExamples of job t itles: Specialist
0% 3% 22% 42% 33%
9 This level represents personnel of ''Clerical/Manual Staff '' Job categoryExamples of job t itles: Junior Specialist / Worker of 5-6th grade 0% 0% 44% 31% 25%
10 This level represents personnel of ''Clerical/Manual Staff '' Job categoryExamples of job t itles: Assistant / Worker of 1-4th grade
0% 2% 14% 36% 48%
1% 2%13%
29%
4%13%
38%
66%
74%
67%
66%
87%
61%
32%
13%
4%
30%
Lower Decile First Quartile Median Third Quartile Upper Decile Average
More than 25% underpay in comparison with the market benchmarkIn line with the market benchmarkMore than 25% overpay in comparison with the market benchmark
► Comparative graph is an illustrative representation ofthe positions’ remuneration levels (the company data andthe market)
Electronic tool for benchmarking analysisElectronic tool for benchmarking analysis (hereinafter – the Tool) is provided with Salary report and allows for comparing salary levels in yourcompany with corresponding market indicators on your own. Furthermore, the Tool allows the following:
• The Tool saves time you spent for analysis
• The results are presented in simple and illustrative format
• There is a possibility to prepare a brief analysis in PowerPoint or Excel format
Additional options:
• Converting Survey data from Gross to Net and Net to Gross
• Conducting the comparative analysis in any currency (GEL / USD / EUR)
• Updating data on the percentage of market movement
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 26
Georgia
Compensation and BenefitsSurvey2017
Volume 2. HR Policies and PracticesReport
HR Policies and Practices report table of contents*
• List of the participants
• Characteristics of the participants
• Salary arrangements
• Salary regulation
• Grading pay structure
• Market benchmarking policy
• Salary adjustments
• Frequency of salary adjustments
• Actual salary changes
• Planned salary changes
• Short- and long-term incentive programs for employees
• Short-term incentive programs
• One-time variable pay
• Project variable pay
• Regular variable pay
• Requirements/approaches for participation in the short-term variable pay program
• The approach for determining the budget for the short-term variable pay
• Principles of variable pay determination
• Indicators that are used for calculation of variable pay
• Peculiarities of short-term incentive programs for employees of sales division
• Long-term incentive plans (LTIPs)
• Performance management
• Management by objectives / key performance indicators (KPIs)
• Management by competencies
• Performance management metrics
• Sales employees
• Social benefits and allowances
• Benefits and non-monetary compensation
• Training and professional development
• Health insurance
• Additional insurance
• Automobiles
• Loans
• Other benefits
• Working time arrangements
• Business trips policy
• Recruitment policy
• Expatriate employees policy
• Other features of HR policies
• HR metrics
* The table of contents of each report may vary due to the number of participants / quantity of provided information
DEMO-VERSION
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 28
DEMO-VERSION
Key points
Parti
cipan
ts
Insurance
_% of Participating companies are _% foreignowned companies
__% of companiesrely on market indicators while
reviewing salaries. The majority ofthem rely on
median and 3rd quartile
Salar
ycha
nges
__% ofcompanieshave already
planned a salaryincrease in 2017
of __%
__% of companies by __%
__% of companies by __%
__% of companies by __%
__% of companies by __% __%
__%
__%
__%
__%
__%
2012
2013
2016
2015
2014
2017
The majorityof companies -
__%,review salaries in January
Salar
yarra
ngem
ents __% of companies have changed the salary
denomination currency, the majority moved from foreigncurrency to local currency
__% of companiesuse graded pay structure, as in the
previous year
__% of companiesare planning to develop / implement a
graded pay structure in the next 12months
Banks
__%
__% of companies
Salary increase: actual (July 2016 / June 2017)
Insurance
__% of companies
__%
Agrochemical
__% of companies
__%
__% of companies__% of companies __% of companies __% of companies__% of companies
__%__% __% __%__%
Production Pharma FMCG Retail
__% of companies __% of companies__% of companies __% of companies__% of companies __% of companies __% of companies__% of companies
__% __%__% __%__% __% __%__%
Salar
ycha
nges
byin
dust
ry
__%
__%
__%
__%
__%
__%
__%
__%
__%
__%
__%
__%
Cash
comp
ensa
tion
stru
ctur
eBe
nefit
s
__% of companiesuse variable pay, that is _% more
than in the previous year
__% of companiesuse short-term incentive plans, whichis 9% more than in the previous year
Health insurance2016 2017__% __%
Pension plan2016 2017__% __%
Tablets2016 2017__% __%
Sports2016 2017__% __%
Transportation of employees2016 2017__% __%
Mobile phones2016 2017__% __%
Meals2016 2017__% __%
Loans2016 2017__% __%
Benefits(% of companies)
Top Management
Senior Management
Middle Management
Professional / Clerical
Manual Workers
__% - minimum % of salesplan accomplishment required for
bonus eligibility for salesdepartment specialistsCompany in general
Sales departmentFixed payVariable pay
__%
__%
__%
__%
__%
__%
__%
__%
__% general st af f t urnver rat e in 2017(in 2016 –__%)
Staf
f
__%
__%
__%
Companies’ employment plans for the next year,% of companies
Plan to reduce number of staffin 2017 by __% on average
Plan to keep number of staff
Plan to increase number ofstaff in 2017 by __% onaverage
Top-5 priorities in HR agendas in 2017,% of companies
1
2
3
4
5
__% __%__%
__%
__% __% __% __%
__% __%__%
__% __% __% __% __%
Banks Production Retail Insurance Pharma FMCG Telecom Agrochemical
General staff turnover rate by industry (median)
2015
2016
The top-3 scarcest skills for management
The top-3 scarcest skills for other specialists
1
2
3
1
2
3
__ yearsis the average length of
employee’s service in oneposition, as was in 2015
Staf
ftur
nove
r
Banks
FMCG
Telecommunication
Oil & Gas
Retail
Salary increase: plan (July 2017 / June 2018)
__% of
companiesreview salaries
annually, that is _% lessthan in the previous
year, due to an increasein the number of
companies that reviewsalaries less frequently
than annually
__% of companies by _%
__% of companies by _%
__% of companies
denominate salaries in foreign
currency, that is _% less than in theprevious year
__% of companies
apply regional coefficients, that is _%
more than the previous year’s indicator
__% of companies outsource payroll
calculation to an external provider, that is _% less than
in the previous year
__% of companies
use long-term incentive plans, that is
_% less than in the previous year
GEL ___is the annual training budget (median GEL
amount per employee trained) which is _%lower than in the previous year
__% of companies
provide trainings to employees, that is _%
less than last year’s indicator
_% of companies track training
needs, which is _% more than in 2015
Benefits for employee’s children2016 2017_% _%
Company cars2016 2017__% __%
__% of companies
lease personnel from external providers,
that is _% more than in the previous year
__% of companies
use services of recruitment agencies
(_% in 2015)
__% of companies
offer internship programs, which
is _% more than the previousyear’s indicator
__% of employees
changed positions in 2016,
which is _% more than in theprevious year
Telecom
EY. COMPENSATION AND BENEFITS SURVEY (GEORGIA) - DEMO VERSION - 2016 31
30 participating companies
Participating companies represent more than _ differ-ent industries. The majority of participants are largecompanies (employing more than _ employees) withsales volume of _ mln USD
Characteristics of theparticipants
Annual revenue, mln USD
Total number of employees
Characteristics of the participants
Total number of participating companies 18
Legal structure Ownership
Joint-stock company
(JSC), 22%
Limited liability company (LLC), 67%
Representative office, 11%
100% locally owned, 22%
100% foreign owned, 72%
Joint venture, 6%
22%
6%
17%
32%
17%
6%
<50
50-100
100-200
200-500
500-1,000
>1,000
38%
17%
11%
6%
17%
11%
<5 mln
5-10 mln
10-20 mln
20-50 mln
50-100 mln
100-200 mln
DEMO-VERSION
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 32
HR Policies and Practices
-From local currency to foreign currency 100% 100% - - -
Manual
Workers
% of companies that have planned changes in the
salary denomination currency in the next 12 months6% 6% - - - -
% of
companies
Top
Management
Senior
Management
Middle
Management
Professional/
Clerical
Changes of salary denomination currency
Professional/
Clerical
Manual
Workers
National Bank's exchange rate 100% 100% 100% 100% 100% 100%
Foreign currency
Exchange rate policy% of
companies
Top
Management
Senior
Management
Middle
Management
Salaries denominated in foreign currency 6% 12% 6% 6% 6%
*The amount of percentages may exceed 100, as some companies cas use more than one currency
Different policies are used for different categories of
personnel22% - - - -
94%
Salaries of all employees denominated in foreign currency 6%
Different policies are used for different categories of personnel 22%
Top ManagementSenior
Management
Middle
Management
% of companies
Salaries of all employees denominated in local currency 72%
94%
Further in this section policies and practices applies only for Georgian employees
Currency regulations
Professional/
ClericalManual Workers
Salaries denominated in local currency 72% 88% 94%
Salary arrangements
100% 100% 100% 100% 100% 100%
20% 20%
50%
0% 0% 0%
% of companies Top Management Senior Management Middle Management Professional/Clerical Manual Workers
USD EUR
DEMO-VERSION
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 34
HR metrics
DEMO-VERSION
HR Metrics
• Organizational effectiveness
• Annual Revenue per FTE
• Annual average cost per FTE
• Annual profit per FTE
• …and other HR metrics
• Organizational structure
• Percentage of managers in total headcount
• Percentage of workers in total headcount
• New hires ratio
• …and other HR metrics
• Rewards and benefits
• Annual average remuneration
• Annual average cash compensation
• Percentage of total cash compensation costs in total personnel costs
• …and other HR metrics
• Recruiting
• Share of external and internal employment
• Cost per hire
• Average monthly number of job openings
• …and other HR metrics
• HR Function
• Annual HR budget per FTE
• Annual HR budget of the company/Total company costs
• Percentage of employees by types of employment
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 36
DEMO-VERSION
Contact information
Contact information
Zurab NikvashviliPartnerZurab.Nikvashvili@ge.ey.comTel. +995 (32) 215-8811
Tina KachakhidzeSenior managerTina.Kachakhidze@ge.ey.comTel. +995 (32) 215-8811
Olena BoichenkoDirectorOlena.Boichenko@ua.ey.comTel. +380 (44) 499-2404
Miranda MorchadzeSenior consultantMiranda.Morchadze@ge.ey.comTel. +995 (32) 215-8811
Nana KhetsurianiConsultantNana.Khetsuriani@ge.ey.comTel. +995 (32) 215-8811
EY. Compensations & Benefits Survey - 2015
Teona SharikadzeConsultantTeona.Sharikadze@ge.ey.comTel. +995 (32) 215-8811
DEMO-VERSION
EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017 38
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All rights reserved.
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