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Posts from the ‘Compensation’ Category

2019 Compensation Trends

As the end of the year quickly approaches, it’s time for employers to look towards 2019 with an eye on emerging salary trends. From attracting and securing top candidates to remaining competitive within your marketplace, having the salary trends that will affect you most right at your fingertips is key. With these trends — and Adecco’s 2019 Salary Guide, where we’ve provided benchmark salaries for over 150 job titles — we’re here to help guide your organization into a prosperous new year.

When it comes to compensating your employees, it’s essential to consider the trends impacting the labour market in general and your organization’s competitiveness in particular. Whether it’s the newly-negotiated USMCA, the candidate-driven labour market or provincial- and industry-specific trends caused by varying economic factors, staying on top of these emerging trends will help you better predict what’s required to remain competitive in a candidate market.

Below, we’ve gathered some of the top salary trends for 2019, which are underscored by the expected increase in Canadian salaries by around 2.6%, predicted by the Morneau Shepell annual survey of trends in human resources. This rate is consistent with salary rate increases in 2018 and the current inflation rate.

The Candidate Market

Despite the slight rise in the Canadian national unemployment rate in 2018, which crawled up to 6%, the labour market continues to be candidate-driven. By the end of Q2 2018, Canada’s job vacancies stood at 547,300, an increase of 87,100 (18.9%) year over year. With a small candidate pool and growing need for applicants, companies face greater competition to attract and retain top talent, resulting in the need for employers to reassess their compensation strategies to remain competitive within their respective industries.

Defining Compensation

Compensation continues to shift due to strong competition within labour markets. Traditionally, compensation packages included salary, vacation pay, benefits and retirement plan contributions. Today, employers that face strict budgets are forced to get creative with their compensation strategies, turning to perks and incentives such as flexible work hours, telecommuting, workplace wellness programs, advancement opportunities and profit sharing to secure top candidates. By making a healthy work/life balance part of their compensation package, these employers take advantage of cost-effective alternative compensation strategies to remain competitive.

Provincial Trends

Within the provincial breakdown of salary increases, BC and Alberta lead the nation in average salary increase at 2.8% and 2.7% respectively. Quebec is projected to be right around the national average at 2.6%. Ontario falling slightly behind the average at 2.5% is perhaps a reflection of Premier Doug Ford’s amendment to Bill 148, freezing the Ontario minimum wage at $14 until 2020. Other provincial salary increases range from the 2.0% to 2.6%: Newfoundland (2.0%), Manitoba (2.3%), New Brunswick (2.3%), Saskatchewan (2.6%) and Nova Scotia (2.6%).

Industry Trends

Although on average, employers have acknowledged 2019 plans to increase salary ranges by 1.9%, different industries can expect varying 2019 compensation trends. Higher salary increases will be seen in industries such as real estate, rental and leasing (3.8%), with industries such as professional, scientific and technical services following closely behind (3%). Other industries that can expect to see a slight raise in salaries include education services (3%) and public administration (2.8%). These increases may be in response to below average increases over the past few years, finally catching up to other sectors in 2019. Sectors such as finance and insurance, manufacturing and retail trade are expecting a steady increase (2.7%). Industries that are anticipating lower than average increases include information and cultural industries (1.5%), health care and social assistance (1.7%), and arts, entertainment and recreation (2.1%).

Looking to stay on top of changing compensation trends? Let Adecco’s 2019 Salary Guide break it down for you. With benchmark salaries of over 150 job titles, you’ll be able to assess salary competitiveness in your industry and province. Click here to receive your free digital copy.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

2017 Trends and the Impact on Workforce Compensation

Staying up-to-date with current marketplace and compensation trends has become increasingly important in light of many of the labour market changes that have occurred, and are still ahead.

This year brought a rise in Canadian employment. According to Statistics Canada’s October 2017 Labour Force Survey, on a year-over-year basis, total employment rose by 308,000 (+1.7%), with full-time work increasing by 397,000 (+2.7%) and the number of people working part time declining by 89,000 (-2.5%). On a year-over-year basis, total hours worked were up 2.7%.

It is undeniable that 2017 has brought much change to Canada’s labour market. From increasing pressure to raise minimum wage, the evolution of Bill 148 in Ontario, developments in globalization, potential changes in NAFTA, and the rise of virtual workers- the intricacies related to the manner in which we work, and are compensated have been impacted.

Change in Minimum Wage
October 1, 2017 marked the fourth consecutive year of minimum wage increases. Minimum wage now ranges from $10.35 to $13.60 across Canada. With continuing pressure to increase the minimum wage as high as $15/hour by 2019, as an employer, it’s essential to assess your current staffing levels and create a compensation strategy that works with the inevitable labour cost increases.

Bill 148 – Fair Workplaces Better Jobs Act

Bill 148 has now passed third reading which means that it is in the final stages of being enacted into law.  It will cause substantial changes to compensation and staffing requirements in Ontario. The impetus for this change is the influx of economic change within society has put an economic strain on Ontario households.[1]

Amongst the list of items, this bill will:

  • Increase the minimum wage to $15/hour by 2019
  • Require equal pay for full-time, part-time, contract, temporary and seasonal labour
  • Provide for scheduling, vacation and personal emergency leave entitlements

Economists predict a minimum wage increase to $15/hour will create a ripple effect for employees who already earn wages in that bracket. Also, the increase in wage means employers will pay more for items calculated as a percentage of pay, such as, payroll, taxes, CPP, EI, benefits and company pension attributions.

Globalization

Globalization is a trend that has influenced the Canadian Manufacturing sector for many years. Tariff Reductions, Free Trade Agreements and, reductions in transportation and communication costs, have fueled the growth of this trend.[2] Manufacturing industries within Canada have faced intense international competition, especially from imports from low-wage developing countries. The 2017 increase in minimum wage, and the potential minimum wage increase only widens this gap in competition – making it difficult for Canadian manufacturing companies to compete.

In addition, the internet, technology and computer networking facilitates the outsourcing of other employment sectors such as Business, IT and Customer Service. As an example, it isn’t uncommon to contact a Canadian company’s help desk and be assisted by a representative in another country.

The increase in these globalization trends continues to affect the Canadian marketplace, and inevitably, the workforce’s compensation in these sectors.

The Re-Negotiation of NAFTA

The 2017 administration change in the United States brought the imminent re-negotiation of the North American Free Trade Agreement. A result that has brought the possibility of increased border taxes on goods imported to the United States. This pending change would have a huge impact on how Canadians trade, forcing us to consider trade options with Europe and Asia, and, putting Canadian Businesses in direct competition with American business.[3]

The Rise of Virtual Workers

One growing trend in the 2017 Canadian labour market is the rise of virtual workers. The global digital marketplace for workers, with online platforms such as Freelancer.com and UpWork, allow candidates from all over the world to create profiles, advertise their skills and bid on work. This trend is causing the dissemination of a variety of traditional labour positions such as administrative assistants, copywriters and marketing assistants. Employers are now able to source out projects to these sites where the cost of labour is cheaper – ultimately increasing their bottom line and affecting compensation.

Need help building a compensation plan that considers trends? Not a problem, we’ve done it for you! Adecco’s 2018 Compensation Guide provides insights into Canadian compensation data that’s segmented by role, province and company size.

Contact your local Adecco branch to receive your complimentary copy of our 2018 Compensation guide. Stay tuned for the digital version coming out in early December.

For more information and articles, visit our Employer resources page on our website.


Sources:

[1] Bill 148: Fair Workplaces, Better Jobs Act, 2017, September 2017

http://www.occ.ca/wp-content/uploads/2013/05/Proposed-Changes-to-Ontarios-Employment-and-Labour-Laws-CANCEA-Final-September-2017.pdf

[2] The Changing Workplaces Review – Final Report – Chapter 3, May 2017

https://www.ontario.ca/document/changing-workplaces-review-final-report/chapter-3-changing-pressures-and-trends

[3] Labour Force Survey, October 2017
https://www.statcan.gc.ca/daily-quotidien/171103/dq171103a-eng.htm?HPA=1

 

5 Tips to Retain Your Talent Pool

With the labour market becoming increasingly competitive, employers are finding it challenging to retain their talent. Employees are keeping an eye out for better opportunities, or are contacted by headhunters with offers too good to refuse.

At Adecco, we know that great employees are hard to find. To help navigate you through this reality, we’ve got five main employee retention tips..

  • Provide internal growth and development opportunities

No employee wants to be stuck in a so-called “dead-end” job. Internal growth and development starts from day one! Establish a strong on-boarding training resources. Consider setting a review schedule to meet individually with your staff to set goals and create action plans that help them progress. This will also help to continue to motivate them and feel appreciated.  Promoting internal growth and development highlights your belief in their success.

  • Create a positive workplace culture

The average Canadian spends 90,000 hours at work during their lifetime.[i] That’s approximately one third of someone’s life! This is why colleagues are often referred to as a second family or work family. Make sure to foster these relationships. Hold luncheons, celebrate birthdays and holidays, hold contests and team building events. These may seem like small incentives, but they can have a big impact in making the workplace more enjoyable and inclusive.

  • Foster open communication between management and staff

It is often said — Employees do not leave companies, they leave managers.  Create an open-door policy for management within your office to make them more approachable to staff members. Encourage employees to express any concerns or ideas they may have to make the office better. Start a dialogue! Hold weekly meetings to discuss workplace issues, highlight business successes, and, bridge conversations between management and staff members.

  • Work/life balance

With an increased presence of technology in the workplace, the way we work is continuously evolving. From freelancing, to flex hours, to working from home — the ability to connect to the office virtually on a multitude of platforms enables employees to have more freedom than ever before. Consider providing your staff with laptops, and letting them to work from home one day a week. Or, offer a “flextime” option  and let them work a set number of hours a week on their own schedule.  You may even consider paying them hourly and allowing them to leave once their workload is complete. When an employee has the flexibility to manage their work with their personal life many witness an increase in productivity and a happier employee!

  • Consult job stat sites/compensation guides

If you don’t offer competitive pay and benefits, you’re already out of the game. Financial compensation is a huge motivator for employees. They know their worth and if another company meets or exceeds that value, it won’t be long before you receive a resignation letter. Consult reputable job stat sites/compensation guides to determine fair financial compensation from the get go. Don’t forget; compensation is not just salary. Benefit packages can be equally enticing to an employee. Make sure you have a benefit plan that is as diverse as your staff to support all their needs.

If you would like to view Adecco’s Compensation Guide, contact your local Adecco branch to receive your complimentary copy of our 2018 Compensation Guide. Stay tuned for the digital version coming out in early December.

Unfortunately, there is no way to eliminate turnover altogether, however, when it comes to retention a little effort does goes a long way. When an employee feels satisfaction in their job and receives recognition, they are less likely to peruse job boards or return that call from the headhunter. By hiring your employee, you have bought into them, now give them a reason to buy into you!

For more information and articles, visit our Employment resources page on our website.


[i]  The Globe and Mail, 2017

https://beta.theglobeandmail.com/life/top-five-tips-for-creating-work-with-purpose/article36352867/?ref=http://www.theglobeandmail.com&

 

What’s a Job Application Got to Do with It?

Do you think of each applicant in your database as a client? If you don’t, it’s time to start. But where to start? Where else but at the beginning of your organization’s relationship with any potential employee: their job application. But why treat an applicant as a client? Why think of them as a customer of any kind, especially when they’re the one asking you for money? Such thinking is precisely the problem. Read more

The Hunger for Professional Development

Last summer, we discussed psychological safety in the workplace, addressing head on how workplace bullying can affect the mental health of employees, the responsibilities employers have in protecting their employees from such harassment, and the steps they can take to ensure their workplaces are psychologically safe for all. This blog has also discussed the concept of total compensation, which involves customizing a compensation package based on an organization’s corporate culture, and which typically includes a mix of cash, benefits, retirement plans, as well as other programs, such as onsite daycare to show family support and foster employee loyalty and discounted gym memberships to ensure employee health and productivity.

The common thread between all of these ideas is that employees require more than cold, hard cash to drive an organization to success; they need to feel appreciated and cared for by their employer. However, meeting those needs involves more than providing compensation, recognition, and rewards. Employees need to feel, not that their employers are doing them favours or simply abiding by the law, but that they see them as integral parts of the whole. That’s why true employee morale – and all the benefits that come with it for individual workers and the organization – stems from the very basic human desire to feel like they belong. Professional development, because it conveys gratitude and empowers employees to be their best, helps foster that sense of belonging. And although this blog has talked about the components of effective professional development efforts before, it’s time now to consider the time, energy, money, and decision-making that come with those efforts. Read more

The Cost of a Dire New Hire

About a year ago, we wrote about the red flags found in a dire new hire – those disillusioning revelations that make employers second guess their interviewing skills and ability to judge character – and what steps can be taken to remedy the situation. In this article, we’re reinforcing the need for solid screening and interviewing practices by attaching a price tag to the problem – which adds up to a lot more than you might think. Read more