Pay and Performance

PAY AND PERFORMANCE Key findings from Mercer's What's Working™ US Survey Mercer's What's Working survey asked 2,400 US employees to share their views on work, including pay. The findings: Employees value base pay highly, but are less satisfied with it. However, they give employers better marks for performance management compared to five years ago. PAY RANKS HIGHLY, BUT SATISFACTION WITH IT DROPS Base pay ranks - by a wide margin - as the most important element of the employee value proposition to US workers; bonus or other incentives rank fifth. 58% 53% SATISFACTION WITH BASE PAY Five years ago Today 78% 74% I UNDERSTAND HOW MY PAY IS DETERMINED Five years ago Today SOURCE: Mercer's What's Working US Survey, 2011 PERSONNEL BETTER AT MANAGING PERFORMANCE US workers give their employers consistently better marks for performance management compared to five years ago. Five years ago 65% Today 70% I have clearly defined performance goals and objectives Five years ago 27% Today 40% When I do a good job, my performance is rewarded Five years ago 33% Today 46% My organization does an adequate job of matching pay to performance SOURCE: Mercer's What's Working US Survey, 2011 WOMEN PERCEIVE PAY DISPARITIES Pay is an area of Mercer's What's Working survey where US scores for men and women differed significantly. Satisfaction with base pay 56% 50% Men Women I am paid fairly given my performance and contributions 59% 54% Men Women I am paid fairly compared to other people performing similar jobs 62% 55% Men Women SOURCE: Mercer's What's Working US Survey, 2011