A 2013 OSPE Salary Survey

2013 CA OSPE: ONTARIO SOCIETY OF PROFESSIONAL
ENGINEERS EMPLOYER COMPENSATION SURVEY

MEMBER MARKET SUMMARY
SURVEY REPORT
Published Date: September 2013

Data Effective Date: June 1, 2013
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OSPE | 2013 Employer Compensation Survey
MESSAGE FROM THE CHAIR
Paul Acchione, P.Eng.

President and Chair
Ontario Society of Professional Engineers (OSPE)
The OSPE Employer Compensation Survey represents the results of an in-depth market research study
conducted annually amongst employers of engineers. This comprehensive survey has been conducted
with Ontarios engineers for over 50 years and remains the authoritative source on hiring trends and
compensation levels for engineers in Ontario.
In 2013, the Ontario Society of Professional Engineers (OSPE) once again partnered with Mercer to
conduct the survey. As in previous years, the survey implementation was overseen by an advisory
committee comprised of representatives from industry, engineering and human resources tasked with
ensuring the collection of the most comprehensive and relevant data possible.
Data were included from 212 organizations in 2013. This included compensation data for over 15,400
engineers across all major industry groups, in both the private and public sectors.
I personally thank all the organizations that took part in the survey this year, many of which are return
participants from prior years. The support of these organizations remains critical to the success of the
survey.
On behalf of the Ontario Society of Professional Engineers, I sincerely hope that you will find the
results of the 2013 OSPE Employer Compensation Survey a valuable resource for your organizations
continuing success.
2013 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this document or any portion thereof in any
form.

The 2013 OSPE Employer Compensation Survey package, including all aspects and modifications thereof (hereafter
referred to as the Survey), contains the proprietary information of Mercer and the Ontario Society of Professional
Engineers. No part of the Survey may be reproduced or transmitted in any form or by any means, electronic or
mechanical, including photocopy, or information storage and retrieval systems, without the prior written consent of
Mercer and the Ontario Society of Professional Engineers. Redistribution or reproduction of the material is expressly
forbidden.
The information and data contained in this report are for information purposes only and are not intended nor implied
to be a substitute for professional advice. In no event will Mercer or the Ontario Society of Professional Engineers be
liable to you or to any third party for any decision made or action taken in reliance of the results obtained through the
use of the information and/or data contained or provided herein.
The use of the Survey is limited to the original buyer or recipient. The Survey is intended for the internal use of the
buyer only. No management consulting firm, research agency or other comparable organization is authorized to use
the Survey without the express written consent of Mercer and the Ontario Society of Professional Engineers.
Mercer
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Email:
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Ontario Society of Professional Engineers
4950 Yonge Street, Suite 502
Toronto, Ontario M2N 6K1
Telephone:
416 223 9961
Email:
info@ospe.on.ca
2013 Mercer LLC and the Ontario Society of Professional Engineers. All rights reserved including the right to reproduce this document or any portion thereof in any
form.
Table of Contents
Table of Contents
Using the Survey Results
Introduction....................................................................................................................................................................................... 1
Advisory Committee ......................................................................................................................................................................... 1
Survey Overview
Confidentiality and Privacy ............................................................................................................................................................... 2
About OSPE ..................................................................................................................................................................................... 2
Data in This Report........................................................................................................................................................................... 3
The OSPE Employer Compensation Survey Detailed Report Findings & Mercers
Reporting Tool Premium Access ...................................................................................................................................................... 3
Terms and Definitions ...................................................................................................................................................................... 4
OSPE Regions ................................................................................................................................................................................ 5
Industry Groupings .......................................................................................................................................................................... 6
Sample Overview
Sample Size by Engineering Responsibility Level ............................................................................................................................ 7
Distribution of Incumbents by Location............................................................................................................................................. 7
Spread of Actual Years from Graduation.......................................................................................................................................... 7
Standard Work Week ....................................................................................................................................................................... 8
Compensation Data
Compensation Data by Engineering Level ....................................................................................................................................... 9
Compensation Data by Primary Industry ........................................................................................................................................ 10
Base Salary by Year of Graduation ................................................................................................................................................ 11
Compensation Data by Location..................................................................................................................................................... 12
Participant List
Click here to open attachments panel
Classification Guide of Engineering Responsibility Levels ................................................................................ 13

Mercer Services
About Mercer .................................................................................................................................................................................. 15
2013 Mercer LLC and the Ontario Society of Professional Engineers
Using the Survey Results
USING THE SURVEY RESULTS

Introduction
Mercer and the Ontario Society of Professional Engineers (OSPE) are pleased to present the results of the 2013
OSPE Employer Compensation Survey. This survey provides current data with respect to actual compensation
levels for professional engineers in Ontario.
The 2013 OSPE Employer Compensation Survey, conducted under the auspices of OSPE on behalf of its members
and their employers, is designed to:
Establish meaningful criteria for levels of engineering responsibility for the benefit of both engineers and
employers of engineers; and
Provide current data with respect to actual compensation levels for engineering work.
Advisory Committee
OSPE maintains an Employer Compensation Survey Advisory Committee comprised of both human resources
professionals and professional engineers from a variety of industries. We would like to thank the Committee for its
efforts and continuing dedication to this survey. The 2013 Advisory Committee was comprised of the following
members:
Ray Givens
Committee Chair
Givens Engineering Inc.
Carolyn Philps, CHRP
Manager, Human Resources
MMM Group Limited
Adele Argirakis, CHRP
Human Resources Director
Crossey Engineering Ltd.
Dominic Macchia, CHRP
Director, HR
Dragados Canada Inc.
Caroline E. Stewart
Senior Compensation Advisor
Bombardier Aerospace
Joanne Greene
Manager, Compensation & Benefits
City of Toronto
Survey Overview
SURVEY OVERVIEW
The 2013 OSPE Employer Compensation Survey results represent salary data submitted by 212 organizations
covering more than 15,400 incumbents, across six engineering responsibility levels. All salary data are based on
rates paid effective June 1, 2013. Incentive data included are based on the most recent awards or most recently
completed fiscal year. All figures are reported in thousands of Canadian dollars for full-time equivalent employees.
2013 OSPE Employer Compensation Survey Profile
Organizations Participating in the Survey.................................................................................. 212

Engineers Represented ........................................................................................................ 15,448
Date Effective.............................................................................................................June 1st, 2013
All data in these results have been reviewed and verified for accuracy. Where necessary, individual responses have
been verified with participants. Mercer reserves the right to exclude data which it considers statistically invalid or
which may result in a breach of confidentiality for any survey participant.
Confidentiality & Privacy

Mercer ensures all data collected for this survey are treated as confidential. In instances where these data may be
used in other OSPE survey reports, such as custom analyses, company names may appear in the participant list.
The 2013 OSPE Employer Compensation Survey data do not form part of Mercers general industry database.
Summary statistics from the OSPE Employer Compensation Survey are published in electronic format as a PDF for
both employers and OSPE members. In addition, summary statistics can be queried in Mercers Reporting Tool
(available to employers only). In all cases, it is Mercers policy to continue to maintain the confidentiality of all data
submitted during the data collection process. Mercer is committed to protecting the privacy of employee data and to
meeting its obligations under Canadian privacy law.
Mercers confidentiality policy is to report data only where a minimum sample size guarantees that all individual
inputs and salary records are fully masked and protected. In all cases, Mercer maintains the highest level of data
security and ensures confidentiality of all data submitted.
About OSPE
The Ontario Society of Professional Engineers (OSPE) is the Voice of Ontarios Engineers. OSPE promotes and
supports excellence in all aspects of engineering by enhancing the professional recognition of Ontarios 70,000+
professional engineers among employers and all levels of government; increasing their public profile; and advancing
their economic interests by offering exemplary continuing education, career advancement and affinity programs. For
more information, please visit www.ospe.on.ca.
If you have any questions about the history of the salary surveys or OSPE services, please contact OSPE:
Phone:
416 223 9961 (Toll Free: 1 866 763 1654)
Email:
info@ospe.on.ca
Mail:
Ontario Society of Professional Engineers
4950 Yonge Street, Suite 502
Toronto ON M2N 6K1
Survey Overview
Data in This Report

Base salary and total cash compensation figures are reported in this Member Market Compensation Summary on
the following basis:
By Engineering Responsibility Level

By Primary Industry
By Year of Graduation
By Incumbent Location
The OSPE Employer Compensation Survey Detailed Report Findings & Mercers Reporting Tool Premium Access
The complete findings of the OSPE Employer Compensation Survey are available to members in PDF format and to
employers of engineers in Ontario in Mercers reporting tool, an online database. These products afford users of the
survey the opportunity to analyze base salary, incentives granted as a percentage of salary, and total cash
compensation based on the following scopes:
Engineering Responsibility Level

Year of Graduation
Primary Industry
Incumbent Location
Job Type
Revenue/Operating Budget
# of Engineers Employed in Ontario
Incentive Eligibility
Gender*
Overtime Eligibility*
Total Number of Employees*
Engineering Discipline*
Annual Incentive Target (% of Base)
Unionized
Participant employers may use the Premium Edition of Mercers reporting tool to analyze the survey data in nonstandard categories (i.e., define custom cuts of the data).
Example: Total cash for Level C employees that graduated in 1995 and work in Durable Manufacturing
organizations with revenues of less than $150 million.
*Mercers reporting tool Premium Edition only
Mercers reporting tool Premium access to survey report data allows participant employers to request custom peer
groups by organization name for an additional fee of $325.
Survey Overview
Terms & Definitions

Num Orgs
The number of organizations reporting information for the position.
Num Obs
The number of incumbents for which information is reported.
Rates
Rates represent actual base salary and variable pay information, and Year(s) from Graduation values.
Base Salary
Each incumbents base salary information is given equal weight in the computation of the statistics. The results
therefore reflect the influence of those organizations reporting multiple incumbents.
Total Cash Compensation
Annual base salary and incentives, if any, for all incumbents in the sample whether or not they were eligible for or
received an incentive. Each incumbent is given equal weight in the computation of the statistics. The results
therefore reflect the influence of those organizations reporting multiple incumbents.
Average (Mean)
The sum of the rates reported divided by the number of rates in the sample (also known as the Mean).
Low & High Values
Low and high values reported represent the top and bottom of the mid-range for competitive pay. Detailed quartile
and decile statistical analyses are available in the full report.
Survey Overview
OSPE Regions
Survey Overview
Industry Groupings
This page summarizes the industry groupings for reporting and further analysis in Mercers reporting tool:
Consulting Services
Consulting Services
Transportation/Utilities
Transportation/Utilities Electric Power
Transportation/Utilities Gas
Transportation/Utilities Transportation
Durable Manufacturing
Durable Manufacturing Machinery
Durable Manufacturing Metal Fabrication/Primary Metals
Durable Manufacturing Transportation Equipment
Durable Manufacturing Other
Non-Durable Manufacturing
Non-Durable Manufacturing Chemical
Non-Durable Manufacturing Petrochemical/Crude Petroleum
Non-Durable Manufacturing Pharmaceuticals
Non-Durable Manufacturing Rubber/Plastics
Non-Durable Manufacturing Other
Public Sector & Not-for-Profit
Public Sector & Not-for-Profit Federal/Municipal Government
Public Sector & Not-for-Profit Non-Profit Organization
Public Sector & Not-for-Profit Other
High-tech/Electrical Products/Telecommunications (HET)
HET Electrical Products
HET Telecommunications
HET High-tech
Other
Other Mining Metals
Other Retail
Sample Overview
SAMPLE OVERVIEW
This section provides the broader market context that will enable members to gain a greater insight into this years
survey sample.
Sample Size by Engineering Responsibility Level

The following table shows the number of incumbents for whom data were received for each engineering
responsibility level:
Level
Num Orgs
Num Obs
All Levels
212
15,448
Level A
109
2,016
Level B
109
2,237
Level C
176
4,400
Level D
171
3,849
Level E
160
2,186
Level F
95
760
Distribution of Incumbents by Location

The incumbent distribution for selected geographic locations is as follows:
Region (N=15,448)
% of Sample
Eastern Ontario
10.6
Greater Toronto Area
60.6
Northern Ontario
4.7
Southwestern Ontario
24.1
Spread of Actual Years from Graduation

The table below indicates the spread of actual years from graduation for each engineering responsibility level:
Year(s) from Graduation
Engineering Level
Num Orgs
Num Obs
Low
Average
High
Level A
66
718
Level B
90
1,051
11
Level C
97
1,618
14
21
Level D
99
1,513
11
20
28
Level E
93
1,017
15
24
32
Level F
78
452
21
28
35
Sample Overview
Standard Work Week

The following chart indicates the number of hours in a standard work week for engineers in Ontario:
Standard Work Week (N = 15,255)
40 Hours/Week
48%
37.5 Hours/Week
29%
35 Hours/Week
13%
Other
10%
Compensation Data
COMPENSATION DATA
Compensation Data by Engineering Level
The graph and table below illustrate average base salary and total cash compensation by engineering responsibility
level:
Total Cash
Base Salary & Total Cash Compensation

by Engineering Responsibility Level
Base Salary
$180,000
$160,000
Mean Compensation
$140,000
$120,000
$100,000
$80,000
$60,000
$40,000
$20,000
Level A
Level B
Level C
Level D
Base Salary
Num
Orgs
Num
Obs
All Levels
212
15,448
Level A
109
2,016
Level B
109
2,237
62.1
Low
Level E
Level F
Average
High
Low
Average
High
70.0
94.0
115.2
53.8
63.3
75.1
71.9
98.1
117.7
54.1
64.4
72.6
83.6
63.0
76.1
74.2
85.0
Level C
176
4,400
75.0
88.5
105.2
77.3
90.9
108.1
Level D
171
3,849
89.3
102.6
113.2
93.9
106.8
117.8
Level E
160
2,186
105.8
121.5
135.0
110.6
129.6
145.2
Level F
95
760
125.0
147.1
165.0
134.4
165.1
188.7
Note: Above compensation data are displayed in CAD $000 for a full-time equivalent employee. All data are incumbent weighted.
Compensation Data
Compensation Data by Primary Industry

The following graph illustrates average base salary and total cash compensation by primary industry for all
engineering responsibility levels combined.
All Levels Combined

Base Salary & Total Cash Compensation
by Primary Industry
Total Cash
Base Salary
$140,000
Mean Compensation
$120,000
$100,000
$80,000
$60,000
$40,000
$20,000
Consulting Transportation/ Durable Mfg. Non-Durable High-tech/ Public Sector
Services
Utilities
Manufacturing Elect. Prod./ & Not-for-Profit
Telecom
Other
10
Compensation Data
Base Salary by Year of Graduation

All Levels
Year(s) from/of Grad.
Num Orgs
Num Obs
Average
212
15,448
94.0
Level D
Num Orgs
Num Obs
Average
171
3,849
102.6
106.3
< 2 Years
59
272
58.0
< 5 Years
14
2-4
2009-2011
83
818
64.5
5-7
2006-2008
22
76
96.8
5-7
2006-2008
87
895
75.1
8-10
2003-2005
48
166
96.6
8-10
2003-2005
83
684
85.7
11-15
1998-2002
69
294
97.7
11-15
1998-2002
90
860
95.1
16-20
1993-1997
58
285
102.0
16-20
1993-1997
91
734
103.7
21-25
1988-1992
55
228
103.2
21-25
1988-1992
85
661
108.0
26-30
1983-1987
57
230
105.4
> 25 Years
95
1,445
117.1
> 30 Years
55
220
105.3
No Degree
171
86.2
No Degree
50
94.4
139
8,908
94.8
Not Available
92
2,286
103.5
Num Orgs
Num Obs
Average
Num Orgs
Num Obs
Average
109
2,016
63.3
160
2,186
121.5
Not Available
Level A
Level E
< 2 Years
48
222
55.6
< 11 Years
26
77
120.1
2-4
2009-2011
50
337
58.0
11-15
1998-2002
51
152
115.2
5-7
2006-2008
30
93
60.7
16-20
1993-1997
55
177
119.6
124.7
8-10
2003-2005
28
63.6
21-25
1988-1992
56
178
> 10 Years
11
38
62.9
26-30
1983-1987
54
174
126.2
No Degree
13
--
> 30 Years
60
259
129.2
58
1,285
66.3
No Degree
Not Available
Level B
2-4
Num Orgs
Num Obs
22
--
86
1,147
120.0
Num Orgs
Num Obs
Average
95
760
147.1
< 11 Years
122.4
Not Available
Average
109
2,237
72.6
Level F
< 2 Years
16
40
62.2
2009-2011
68
373
63.6
5-7
2006-2008
65
317
68.7
11-15
1998-2002
20
32
141.4
8-10
2003-2005
34
110
71.7
16-20
1993-1997
26
49
146.4
> 10 Years
44
211
72.4
21-25
1988-1992
37
75
144.9
26-30
No Degree
Not Available
Level C
< 5 Years
29
--
35
1,157
77.2
Num Orgs
Num Obs
Average
176
4,400
88.5
28
88
78.1
5-7
2006-2008
75
392
77.7
8-10
2003-2005
65
327
81.3
11-15
1998-2002
70
299
84.2
16-20
1993-1997
53
166
88.6
21-25
1988-1992
46
130
86.9
26-30
1983-1987
32
104
87.2
> 30 Years
31
112
94.5
No Degree
Not Available
51
--
104
2,731
91.8
1983-1987
45
124
148.7
> 30 Years
56
163
147.6
No Degree
Not Available
--
34
302
147.9
Note: Above compensation data are displayed in CAD $000 for a

full-time equivalent employee, unless otherwise indicated.
All data are incumbent weighted.
11
Compensation Data
Compensation Data by Location

Base Salary
Scope Category
Num Orgs
Num Obs
Low
Average
High
Low
Average
High
Level A
Eastern Ontario
30
158
54.1
58.4
58.0
54.3
58.7
58.3
75
1,096
56.6
65.0
68.5
57.0
65.4
69.0
Northern Ontario
23
156
58.1
64.2
64.9
58.4
64.6
65.4
*49
606
56.6
61.5
64.3
57.3
63.9
68.5
Level B
Eastern Ontario
33
195
63.6
68.0
70.5
65.0
69.2
72.3
70
1,526
66.0
73.7
75.5
67.3
75.0
77.9
Northern Ontario
20
100
66.7
76.4
80.4
67.2
77.5
81.2
43
416
63.0
69.6
72.0
64.2
72.9
80.7
Level C
Eastern Ontario
47
358
80.0
86.8
90.6
81.4
88.5
91.8
116
2,794
80.3
90.9
96.1
82.2
92.9
99.1
Northern Ontario
*26
217
81.3
92.0
99.0
83.4
93.7
101.3
70
1,031
74.8
81.9
83.2
77.5
85.7
91.4
111.4
Level D
Eastern Ontario
49
607
102.6
106.1
109.8
102.8
108.2
106
2,173
96.3
103.1
105.8
99.7
106.6
108.9
Northern Ontario
22
143
95.6
102.0
102.6
97.8
104.7
103.8
72
926
88.0
99.3
102.5
96.0
106.6
104.5
136.7
Level E
Eastern Ontario
41
236
118.1
122.4
128.6
119.0
129.8
106
1,348
114.6
121.1
127.2
117.0
128.1
133.4
Northern Ontario
20
77
111.1
123.9
128.3
113.1
135.2
141.3
62
525
109.2
121.9
125.5
115.8
132.6
137.3
183.5
Level F
Eastern Ontario
24
88
137.7
150.0
156.1
147.2
169.2
61
420
136.0
150.6
154.3
143.5
167.2
168.9
Northern Ontario
12
32
134.0
147.2
158.3
140.7
158.6
174.5
34
220
122.1
139.1
145.1
136.5
160.3
164.1
* More than 35% of the rates within the sample are supplied by one organization.
Note: Above compensation data are displayed in CAD $000 for a full-time equivalent employee, unless otherwise indicated.
All data are incumbent weighted.
12
Classification Guide
CLASSIFICATION GUIDE OF ENGINEERING RESPONSIBILITY LEVELS

(Reproduced with the permission of the Ontario Society of Professional Engineers)
Level of Responsibility
Duties
LEVEL A
Receives training in the
various phases of office,
plant, field or laboratory
engineering work as
classroom instruction or onthe-job assignments. Tasks
assigned include: preparation
of simple plans, designs,
calculations, costs and bills of
material in accordance with
established codes, standards,
drawings or other
specifications. May carry out
routine technical surveys or
inspections and prepare
reports.
Recommendations,
Decisions and
Commitments
Few technical decisions

called for and these will be of
routine nature with ample
precedent or clearly defined
procedures as guidance.
Supervision Received
Works under close

supervision. Work is reviewed
for accuracy and adequacy
and conformance with
prescribed procedures.
Duties are assigned with detailed

oral and occasionally written
instructions, as to methods and
procedures to be followed.
Results are usually reviewed in
detail and technical guidance is
usually available.
Leadership Authority
and/or Supervision
Exercised
May assign and check work

of one to five technicians or
helpers. Does not supervise
junior engineers.
May give technical guidance to

one or two junior engineers or
technicians assigned to work on
a common project.
Guide to Entrance
Qualifications
Bachelors degree in
Engineering or Applied
Science or its equivalent with
zero to two years experience.
Will not likely have their
P.Eng.
Bachelors degree in Engineering

or Applied Science or its
equivalent, normally with two to
four years working experience
from the graduation level. May
have a P.Eng.
LEVEL B
Normally regarded as a
continuing portion of an
engineers training and
development. Receives
assignments of limited scope and
complexity, usually minor phases
of broader assignments. Uses a
variety of standard engineering
methods and techniques in
solving problems. Assists more
senior engineers in carrying out
technical tasks requiring
accuracy in calculations,
completeness of data and
adherence to prescribed testing,
analysis, design or computation
methods.
Recommendations limited to
solution of the problem rather
than end results. Decisions
made are normally within
established guidelines.
LEVEL C
Generally would be a fully
qualified professional engineer.
Carries out responsible and
varied engineering
assignments requiring general
familiarity with a broad field of
engineering and knowledge of
reciprocal effects of the work
upon other fields. Problems
usually solved by use of
combination of standard
procedures, modification of
standard procedures, or
methods developed in previous
assignments. Participates in
planning to achieve prescribed
objectives.
Makes independent studies,
analyses, interpretations and
conclusions. Difficult, complex
or unusual matters or decisions
are usually referred to more
senior authority.
Work is not generally
supervised in detail and
amount of supervision varies
depending upon the
assignment. Usually technical
guidance is available to review
work programs and advise on
unusual features of
assignments.
May give technical guidance to
engineers of less standing or
technicians assigned to work
on a common project.
Supervision over other
engineers not usually a regular
or continuing responsibility.
Bachelors degree in
Science or its equivalent,
normally with four plus years
related working experience
from the graduation level.
Typically holds a P.Eng.
13
Classification Guide
Classification Guide of Engineering Responsibility Levels

(Reproduced with the permission of the Ontario Society of Professional Engineers)
Level of Responsibility
Duties
LEVEL D
First level of direct and
sustained supervision of other
professional engineers OR first
level of full specialization.
Requires application of mature
engineering knowledge in
planning and conducting
projects having scope for
independent accomplishment
and co-ordination of difficult and
responsible assignments.
Assigned problems make it
necessary to modify established
guides, devise new approaches,
apply existing criteria in new
ways, and draw conclusions
from comparative situations.
Recommendations,
Decisions and
Commitments
Recommendations reviewed for

soundness of judgment but
usually accepted as technically
accurate and feasible. Involved
with progressively larger
financial decisions.
Supervision Received
Work is assigned in terms of

objectives, relative priorities and
critical areas that impinge on
work of other units. Work is
carried out within broad
guidelines, but informed
guidance is available.
Assigns and outlines work;
advises on technical problems;
reviews work for technical
accuracy, and adequacy.
Supervision may call for
recommendations concerning
selection, training, rating and
discipline of staff.
Leadership Authority
and/or Supervision
Exercised
Guide to Entrance
Qualifications
Bachelors degree in
Engineering or Applied Science
or its equivalent, normally with
eight plus years of experience in
the field of specialization from
the graduation level. Typically
holds a P.Eng.
LEVEL E
Usually requires knowledge of
more than one field of
engineering OR performance by
an engineering specialist in a
particular field of engineering.
Participates in short and long
range planning; makes
independent decisions on work
methods and procedures within
an overall program. Originality
and ingenuity are required for
devising practical and
economical solutions to
problems. May supervise large
groups containing both
professional and nonprofessional staff; OR may
exercise authority over a small
group of highly qualified
professional personnel engaged
in complex technical
applications.
Makes responsible decisions
not usually subject to technical
review on all matters assigned
except those involving large
sums of money or long range
objectives. Takes courses of
action necessary to expedite the
successful accomplishment of
assigned projects. Responsible
for some financial decisions.
Work is assigned only in terms
of broad objectives to be
accomplished, and is reviewed
for policy, soundness of
approach and general
effectiveness.
Outlines more difficult problems
and methods of approach.
Coordinates work programs and
directs use of equipment and
material. Generally makes
recommendations as to the
selection, training, discipline and
remuneration of staff.
Bachelors degree in
Engineering or Applied Science
or its equivalent, normally with
twelve plus years of engineering
and/or administrative
experience from the graduation
level. Typically holds a P.Eng.
LEVEL F
Usually responsible for an
engineering administrative
function, directing several
professional and other groups
engaged in interrelated
engineering responsibilities;
OR as an engineering
consultant, achieving
recognition as an authority in
an engineering field of major
importance to the
organization. Independently
conceives programs and
problems to be investigated.
Participates in discussions,
determining basic operating
policies, devising ways of
reaching program objectives
in the most economical
manner and of meeting any
unusual conditions affecting
work progress.
Makes responsible decisions
on all matters, including the
establishment of policies and
expenditure of large sums of
money and/or implementation
of major programs, subject
only to overall company
policy and financial controls.
Receives administrative
direction based on
organization policies and
objectives. Work is reviewed
to ensure conformity with
policy and coordination with
other functions.
Reviews and evaluates
technical work; selects,
schedules, and coordinates
to attain program objectives;
and/or as an administrator
makes decisions concerning
selection, training, rating,
discipline and remuneration
of staff.
Bachelors degree in
Science or its equivalent,
normally with fifteen plus
years of engineering
experience, including
responsible administrative
duties. Typically holds a
P.Eng.
14
Mercer Services
MERCER SERVICES
About Mercer
Mercer helps clients understand, develop, implement, and quantify the effectiveness of their human resource programs
and policies. Our goal is to help employers create measurable business results through their people.
We work with clients to address a broad array of their most important human resource issues, both domestically and
globally. We have specialist expertise in all areas of human resource consulting, including compensation, employee
benefits, communication, and human capital strategy. Of equal importance are our investment consulting expertise and
the solutions we provide in program administration.
With more than 20,000 employees serving clients from more than 180 cities and 40 countries and territories worldwide,
we have the local knowledge and worldwide presence to develop and implement global human resource solutions.
Mercers information services business is dedicated to helping our clients make decisions regarding HR-related matters
by providing timely, comprehensive, and high-quality HR information and metrics for any major location around the world.
Marsh & McLennan Companies is a global professional services firm with annual revenues exceeding $11 billion. It is the
parent company of Marsh Inc., the world's leading risk and insurance services firm; and Mercer Inc., a major global
provider of consulting services. More than 50,000 employees provide analysis, advice, and transactional capabilities to
clients in over 100 countries. Its stock (ticker symbol: MMC) is listed on the New York, Chicago, Pacific, and London stock
exchanges. Marsh & McLennan Companies website address is www.mmc.com.
15

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2013 CA OSPE: ONTARIO SOCIETY OF PROFESSIONAL

ENGINEERS EMPLOYER COMPENSATION SURVEY

Published Date: September 2013

United Arab Emirates

OSPE | 2013 Employer Compensation Survey

MESSAGE FROM THE CHAIR

Paul Acchione, P.Eng.

OSPE | 2013 Employer Compensation Survey

OSPE | 2013 Employer Compensation Survey

OSPE | 2013 Employer Compensation Survey

Classification Guide of Engineering Responsibility Levels ................................................................................ 13

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

Using the Survey Results

USING THE SURVEY RESULTS

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

Organizations Participating in the Survey.................................................................................. 212

Confidentiality & Privacy

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

Data in This Report

By Engineering Responsibility Level

Engineering Responsibility Level

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

Terms & Definitions

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

Sample Size by Engineering Responsibility Level

Distribution of Incumbents by Location

Greater Toronto Area

Spread of Actual Years from Graduation

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

Standard Work Week

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

Base Salary & Total Cash Compensation

Total Cash Compensation

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

Compensation Data by Primary Industry

All Levels Combined

2013 Mercer LLC and the Ontario Society of Professional Engineers

OSPE | 2013 Employer Compensation Survey

Base Salary by Year of Graduation

Year(s) from/of Grad.

2013 Mercer LLC and the Ontario Society of Professional Engineers

Note: Above compensation data are displayed in CAD $000 for a

OSPE | 2013 Employer Compensation Survey

Compensation Data by Location

Total Cash Compensation

Greater Toronto Area

Greater Toronto Area

Greater Toronto Area

Greater Toronto Area

Greater Toronto Area

Greater Toronto Area

2013 Mercer LLC and the Ontario Society of Professional Engineers