Compensation Planning Outlook 2014

The Conference Board of Canada, 43 pages, October 22, 2013
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As we approach 2014, competitive pressures to control costs will require careful allocation of compensation dollars. Although salary increases are expected to remain moderate, Canadian workers can still expect to see some real wage gains.

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Document Highlights

Based on responses from the 411 organizations who participated in this year’s Compensation Planning Outlook survey, the average pay increase for non-unionized employees is projected to be 2.9 per cent for 2014. This increase is 1 percentage point higher than the 1.9 per cent inflation rate forecast for 2014. Average increases to salary ranges (or “structures”) are expected to be 1.6 per cent in 2014, the same as the range movement seen in 2013. Eighteen per cent of organizations with salary range structures plan to hold their ranges constant in 2014, down from 21 per cent in 2013. Merit budgets, the budget for performance-based base salary increases, were 2.4 per cent in 2013 and are forecast to be 2.6 per cent in 2014. Other survey results included in the report address base pay, short- and long-term incentive plans, performance management, rewards strategy and priorities, recruitment and retention, and unionized wage increases.

Table of Contents

Executive Summary


Chapter 1—Compensation Planning and Practices

  • Managing Base Pay
  • Short-Term Incentive Plans
  • Long-Term Incentive Plans
  • Rewards Strategy and Priorities

Chapter 2—Human Resources Management

  • Recruitment and Retention
  • Turnover
  • Absenteeism
  • Performance Management

Chapter 3—Collective Bargaining

  • Base Pay Increases
  • Short-Term Incentive Pay
  • Negotiation Issues

Appendix A—Glossary

Appendix B—Respondent Profile

Appendix C—Participating Organizations

Appendix D—Bibliography

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