People Advisory Services Georgia

Compensation & Benefits Survey 2017 Demo version

Georgia Compensation and Benefits N Survey O

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2017

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 public in any way without the prior approval of EY.

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Table of contents

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General information about Survey

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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 •

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Volume 1. Salary report • • • • •

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

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General information about survey

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

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We gathered the data about real jobholders (not the average data on a company level)

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The questionnaire was provided to the participants in the electronic format. Traditionally it consists of four sections:

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Sections A & D covering general information about the company,

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Sections B covering HR policies and practices (including non-cash benefits policies),

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Section C covering remuneration for particular positions.

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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.

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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 variations 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.

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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.

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”.

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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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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:

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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

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Long-term incentive payments

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Other forms of variable pay

= Annual Total Pay

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Bonus paid to the employee after carrying out commercial operations / transactions, usually calculated as a percentage of the transaction amount. 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 not covered in the previous categories.

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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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.

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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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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

Function (In example – Logistics)

10

Number of subfunction to which the given position is matched (In example – The Department of Warehousing as Logistics subfunction)

40

Number of position in the given subfunction at the given level. Level of position (1-10)

For example, if subfunction at one level has three positions, the last digits of their codes will be, respectively, 10, 20 and 30.

N O I “Where should I look if I want to know…” S R E V O M E D …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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Description of Categories and Levels Job categories used in the survey

Level

Examples of job titles

1

CEO / President

2

First Deputy of CEO / First Vice-President

3

Vice-President / Director

4

Head of Department / Directorate

5

Head of Division

6

Head of Division (Unit) / Manager

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Chief / Leading Specialist

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Specialist

Top Management

Senior Management

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Middle Management

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Professional

E V O M E 9

Junior Specialist / Worker 5-6th grade

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Assistant / Worker 1-4th grade

Clerical / Manual Workers

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List of participants

List of participants of General Industry Survey - 2017* 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30.

Abbott APM Terminals Poti Arvato CRM Georgia Askaneli Brothers Batumi International Container Terminal Bitfury Georgia Easter European Centre for Multiparty Democracy Elit Electronics EU-Georgia Business Council Representative Office in Tbilisi Friedrich-Ebert-Stiftung South Caucasus Office / Georgia Office Georgian Branch of IDS Borjomi Beverages Company Co. Georgian Railway Georgia's Reforms associates GlaxoSmithKline Georgia Halyk Bank Georgia HE Rental Lomisi (EFES Georgia Operation) National Democratic Institute Neogas Oriflame Georgia PSP Pharma Rompetrol Georgia SAGA Impex Sante GMT Products SICPA Security Solutions Georgia Sun Petroleum Georgia Transparency International Georgia United Nations Development Programme in Georgia Veon Georgia (Beeline) Company A*

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* The list of participants of Volume 1 “Salary report” and Volume 2 “HR Policies and Practices report” may insignificantly vary from this list ** One participating company preferred not to disclose its name

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Georgia

Compensation and Benefits Survey 2017 Volume 1. Salary report

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Summary 30 companies participated in the

Information on monthly fixed pay

survey Data as of June 30,

Information on total annual pay

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2017

Information by positions and by EY levels

Information on cities and regions of Georgia

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67% of participating

companies increased salaries during the period from July 2016 to June 2017

6%

Text

Actual salary increase (median)

ACTUAL PLAN

5% Planned salary increase (median)

67% of participatnig companies have already planned salary increase for the period from July 2017 to June 2018

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Monthly Fixed Pay – summary

Monthly fixed pay

Georgia

Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017

Job Code

Job Title

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

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

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Lower decile

First quartile

Median

Third quartile

Upper decile

Average

Number of incumbents

918

937

1,225

1,513

1,985

1,328

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Monthly fixed pay

Georgia

Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017

Job Code

Job Title

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)

Lower decile

First quartile

Median

Third quartile

Upper decile

Average

Number of incumbents

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Monthly fixed pay

Georgia

Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017

Job Code

Job Title

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

Lower decile

First quartile

Median

Third quartile

Upper decile

Average

Number of incumbents

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Monthly fixed pay

Georgia

Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017

Job Code

Job Title

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

Lower decile

First quartile

Median

Third quartile

Upper decile

Average

Number of incumbents

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Monthly fixed pay

Georgia

Gross monthly fixed pay expressed in GEL, including allowances and "guaranteed" payments as of 30 June 2017

Job Code

Job Title

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

Lower decile

First quartile

Median

Third quartile

Upper decile

Average

Number of incumbents

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Annual Fixed Pay and Annual Total Pay - summary

EY People Advisory Service

Annual fixed pay and annual total pay

Georgia

Gross annual fixed pay in GEL Gross annual total pay in GEL Information for the period: July 2016 - June 2017 Job Code

Job Title

Lower decile

First quartile

Median

Third quartile

Upper decile

Average

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

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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017

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Remuneration on particular positions

Position title: Executive Assistant / Secretary Code: ADM100.09.15

Number of companies-participants:

7

1. Characteristics of companies-participants Sales volume (mln USD)

1,000

2. Characteristics of the incumbents Level of professional qualification

Actual scope of responsibilities

Foreign language skills are necessary for this position

International experience

37.5%

N/A

Slightly lower than in Job Description Manuals

Exactly like in Job Description Manuals

Slightly higher than in Job Description Manuals

12.5%

87.5%

0.0%

3. Monthly fixed pay, Annual Fixed Pay and annual total pay (GEL gross) 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. Entry-level salary (median)

Lower decile

Median

First quartile

Third quartile

Upper decile

Average

Number of incumbents

Georgia Monthly fixed pay

-

918

938

1,225

1,513

1,985

1,328

8

Annual Fixed Pay

-

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

Annual total pay

Tbilisi Monthly fixed pay

-

918

938

1,225

1,513

1,985

1,328

8

Annual Fixed Pay

-

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

Number of incumbents

FROM (lower decile)

Median

TO (upper decile)

Average

Base salary

8

918

1,225

1,789

1,263

Company allowances

2

-

-

-

N/A

Statutory allowances

-

-

-

-

-

Amount of other monthly fixed payments

1

-

-

Number of incumbents

FROM (lower decile)

Median

Annual total pay

4. Elements of monthly fixed pay (GEL gross per month)

5. Elements of annual variable pay (GEL gross per year) Annual performance-related bonus

4

Quarterly and semi-annual bonuses

1

13th salary and other guaranteed annual payments

2

Monthly payments and commission remuneration

-

O M

Amount of other annual variable payments

2

TOTAL VARIABLE PAY

6

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6. Compensation structure

-

N/A

TO (upper decile)

Average

-

1,605

-

N/A

-

N/A

-

-

-

1,505

-

-

-

-

-

-

-

-

-

N/A

688

1,505

2,330

1,507

Percentage of incumbents recevied variable pay within position

75.0%

Compensation structure (median) among such companies:

Annual fixed pay

92.6%

Annual variable pay

7.4%

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EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017

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Electronic tool for benchmarking analysis

Electronic tool for benchmarking analysis Electronic tool for benchmarking analysis (hereinafter – the Tool) is provided with Salary report and allows for comparing salary levels in your company 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

The Participants of the Surveys can visit the training “How to use the Tool” for free

N IO

The results of the Electronic tool for benchmarking analysis usage are presented below

S R EY Level 1

2

►

O M

E D

The determination of the company market position

►

E -V

3

4

5

6

7 8 9 10

Position of company`s jobs against the market

►

More than 25% underpay in comparison with the market benchmark In line wit h the market benchmark More than 25% overpay in comparison with the market benchmark

First Quartile

Media n

Third Quartile

0%

100%

0%

0%

Upper Decile

0%

N/A

N/A

N/A

N/A

N/A

50%

50%

0%

0%

0%

0%

0%

100%

0%

0%

10%

40%

10%

40%

0%

0%

11%

11%

36%

42%

8%

11%

40%

30%

11%

0%

3%

22%

42%

33%

0%

0%

44%

31%

25%

0%

2%

14%

36%

48%

Overpayment

The most underpaid positions Job Name

Underpayment

13%

Courier - Kyiv Transportation Coordinator / Operator Lviv Area / Territory Sales Manager Kharkiv Transportation Coordinator / Operator Ukraine

30%

32%

67%

74%

66%

66%

38% 29% 13%

13%

Lower Decile

►

1%

2%

First Quartile

Median

4%

Third Quartile

Upper Decile

Average

The deviation analysis of employees salaries on market indicators

Comparative graph is an illustrative representation of the positions’ remuneration levels (the company data and the market) ►

Low er Decile

The results of the benchmarking analysis with market by levels and categories Job Name

61%

The deviation rate of employee’s salaries with market data

This le vel represents personnel of ' Top Management'' Job category Examples of job titles: CEO / President This le vel represents personnel of ' Top Management'' Job category Examples of job titles: First Deputy of CEO / First Vic e-President This le vel represents personnel of ' Senio r Management'' Job category Examples of job titles: Vice-President / Director This le vel represents personnel of ' Senio r Management'' Job category Examples of job titles: Head of Department / Directorate This le vel represents personnel of ' Mid dle Management'' Job category Examples of job titles: Head of the Division This le vel represents personnel of ' Mid dle Management'' Job category Examples of jo b titles: Head of Divisio n (Unit) / Manager This le vel represents personnel of ' Professionals ' Job category Examples of jo b titles: Chie f / Leading Specia list This le vel represents personnel of ' Professionals ' Job category Examples of jo b titles: Specia list This le vel represents personnel of ' Cle ric al/Manual Staff'' Job category Examples of job titles: Junior Specialist / Worker of 5-6th grade This le vel represents personnel of ' Cle ric al/Manual Staff'' Job category Examples of job titles: Assistant / Worker of 1-4th grade

The most overpaid positions 4%

87%

►

Standard EY le vels descriptio n

►

►

+244%

HR Director (Board) - Kyiv

-43%

+171%

Chief Purchasing Specialist - Kyiv

-38%

+157%

General Counsel (Board) - Kyiv

-34%

+131%

Head of Call Center - Kyiv

+105%

Housekeeping Manager - Kyiv Transportation Coordinator / Operator Donetsk Transportation Coordinator / Operator Kharkiv Project Management Specialist Ukraine Area / Territory Sales Manager Donetsk

+105%

Head of Support Department - Kyiv Head of Supply Chain Department Kyiv Finance Director (Board) - Kyiv

-34% -25% -24%

+100%

Head of Security Department - Kyiv

-23%

+95%

Sales Trainer - Dnipropetrovsk

-23%

+94%

Head of Trade Marketing - Kyiv

-21%

+92%

Office Manager - Kyiv

-21%

The positions, departments, levels and regions that have the highest deviation from the Survey data

Comparison table - a detailed comparison of each position / employee of the company with the market

EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017

26

Georgia

Compensation and Benefits Survey 2017

Volume 2. HR Policies and Practices Report

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

R E -V

N O I S

O M E

D

* The table of contents of each report may vary due to the number of participants / quantity of provided information

EY. COMPENSATION AND BENEFITS SURVEY - DEMO VERSION - 2017

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Key points

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Key points

30 participating companies

Salary increase: actual

Banks

Oil & Gas

Insurance

Participating companies represent more than _ different industries. The majority of participants are large companies (employing more than _ employees) with sales volume of _ mln USD

_% of

Salary changes by industry

Participants

FMCG Retail

Telecommunication

Par ticipating companies are _%foreign owned companies

__%

__%

__% of companies

__% of companies

Production

Pharma

__%

2017

__%

__% of companies by _%

2013 2012

__%

__% of companies by __%

__%

__% of companies by _%

Salary arrangements

2016 2015 2014

Salary changes

__%

__%

__%

__%

__%

__% of companies

__% of companies

__% of companies

Telecom

Banks

Insurance

FMCG

Retail

__% __% of companies

__%

__%

__%

__% of companies

__% of companies

__%

__%

__%

__% of companies

__% of companies

Manual Workers

__%

__%

of companies are planning to develop / implement a graded pay structure in the next 12 months

of companies apply regional coefficients, that is _% more than the previous year’s indicator

general st af f t urnver rat e in 2017 (in 2016 –__%)

__%

General staff turnover rate by industry (median) __% __%

__%

__% __% __%

__%

2015 __%

__% __%

__%

__% __%

of companies outsource payroll calculation to an external provider, that is _% less than in the previous year

__%

__%

of companies use graded pay structure, as in the previous year

Staff turnover __%

__%

__%

__%

Middle Management

__% __%

__% __%

__% __%

Telecom

Agrochemical

2016

__%

Banks

__%

Production

Retail

Insurance

Pharma

FMCG

__%

__%

__%

__%

__%

__%

__%

__%

- minimum % of sales plan accomplishment required for bonus eligibility for sales department specialists

__% __%

Company in general Sales department

Fixed pay Variable pay

__% of companies

of companies have changed the salary denomination currency, the majority moved from foreign currency to local currency

of companies use long-term incentive plans, that is _% less than in the previous year

Top Management

Professional / Clerical

__%

__% __% of companies

__%

__% of companies by __%

Senior Management

__%

__% __% of companies

of companies denominate salaries in foreign currency, that is _% less than in the previous year

of companies rely on market indicators while reviewing salaries. The majority of them rely on median and 3rd quartile

__%

__% __% of companies

Agrochemical

__%

__% of companies by __%

__% of companies by __%

__%

Cash compensation structure

__% of companies

__%

__%

, review salaries in January

of companies use variable pay, that is _% more than in the previous year

__%

__%

The majorityof companies -

__% of companies have already planned a salary increase in 2017 of __%

__%

June 2017)

Salary increase: plan (July 2017 / June 2018)

__% of companies

of companies review salaries annually, that is _% less than in the previous year, due to an increase in the number of companies that review salaries less frequently than annually

(Ju ly 2016 /

of companies use short-term incentive plans, which is 9% more than in the previous year

__%

__%

of companies use services of recruitment agencies (_% in 2015)

__%

_%

GEL ___

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

__%

of employees changed positions in 2016, which is _% more than in the previous year

is the annual training budget (median GEL amount per employee trained) which is _% lower than in the previous year

of companies lease personnel from external providers, that is _% more than in the previous year

__%

of companies offer internship programs, which is _% more than the previous year’s indicator

Companies’ employment plans for the next year, % of companies

__%

__%

Plan to reduce number of staff in 2017 by __% on average

__

years is the average length of employee’s service in one position, as was in 2015

Benefits

Benefits (% of companies)

insurance 2017 __%

Benefits for 2016 _%

employee’s 2017 _%

children

Staff

Plan to keep number of staff Health 2016 __%

__% Company cars 2016 2017 __% __%

Meals 2016 __%

2017 __%

Sports 2016 __%

Transportation 2016 __%

2017 __%

Loans 2016 __%

employees 2017 __%

Tablets 2016 __%

2017 __%

Top-5 priorities in HR agendas in 2017, % of companies

The top-3 scarcest skills for management 1 2

1

3

2

Mobile phones 2016 2017 __% __%

2017 __% Pension plan 2016 2017 __% __%

of

Plan to increase number of staff in 2017 by __% on average

The top-3 scarcest skills for other specialists

3

1

4

2

5

3

EY. COMPENSATION AND BENEFITS SURVEY (GEORGIA) - DEMO VERSION - 2016

31

Characteristics of the participants

Characteristics of the participants Total number of participating companies

18

Legal structure

Ownership Joint venture, 6% Representative Joint-stock office, 11% company (JSC), 22%

100% locally owned, 22%

100% foreign owned, 72%

Limited liability company (LLC), 67%

Total number of employees

>1,000

17%

O M

200-500

100-200

50-100