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
Mercer is providing this survey information to its clients to permit them to make independent decisions regarding salaries and benefits.
Because the exchange of salary and benefit information among competitors may be construed in certain circumstances as a means to facilitate
an antitrust violation, Mercer has taken appropriate steps in collecting and disseminating this information in order to avoid such perceptions.
Survey materials and the data contained therein are copyrighted works owned exclusively by Mercer and may not be copied, modified, sold,
transformed into any other media, or otherwise transferred in whole or in any part to any party other than the named subscriber, without prior
written consent from Mercer.
For further information, please contact your local Mercer office or visit our web site at: www.imercer.com

Argentina Mexico

Australia Netherlands

Austria New Zealand

Belgium Norway

Brazil Peru

Canada Philippines

Chile Poland

China Portugal

Colombia Saudi Arabia

Czech Republic Singapore

Denmark South Korea

Finland Spain

France Sweden

Germany Switzerland

Hong Kong Taiwan

India Thailand

Indonesia Turkey

Ireland United Arab Emirates

Italy United Kingdom

Japan United States

Malaysia Venezuela

2013 Mercer LLC. All rights reserved. 400 West Market Street, Suite 700, Louisville, KY 40202-3415
 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.
 OSPE | 2013 Employer Compensation Survey

OSPE | 2013 Employer Compensation Survey

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
Information Solutions
161 Bay Street, P.O. Box 501
Toronto, Ontario M5J 2S5
Telephone: 800 333 3070
Email: info.services@mercer.com

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.
 OSPE | 2013 Employer Compensation Survey 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

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 OSPE | 2013 Employer Compensation Survey 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

2013 Mercer LLC and the Ontario Society of Professional Engineers 1

 OSPE | 2013 Employer Compensation Survey 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

2013 Mercer LLC and the Ontario Society of Professional Engineers 2

 OSPE | 2013 Employer Compensation Survey 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 non-
standard 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.

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 OSPE | 2013 Employer Compensation Survey 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.

2013 Mercer LLC and the Ontario Society of Professional Engineers 4

 OSPE | 2013 Employer Compensation Survey Survey Overview

OSPE Regions

2013 Mercer LLC and the Ontario Society of Professional Engineers 5

 OSPE | 2013 Employer Compensation Survey 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

2013 Mercer LLC and the Ontario Society of Professional Engineers 6

 OSPE | 2013 Employer Compensation Survey 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 1 4 5
Level B 90 1,051 3 8 11
Level C 97 1,618 6 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

2013 Mercer LLC and the Ontario Society of Professional Engineers 7

 OSPE | 2013 Employer Compensation Survey 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%

Other
10%
35 Hours/Week
13%

2013 Mercer LLC and the Ontario Society of Professional Engineers 8

 OSPE | 2013 Employer Compensation Survey 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:

Base Salary & Total Cash Compensation Total Cash

by Engineering Responsibility Level Base Salary

$180,000

$160,000

$140,000

$120,000
Mean Compensation

$100,000

$80,000

$60,000

$40,000

$20,000
Level A Level B Level C Level D Level E Level F

Base Salary Total Cash Compensation

Num Num
Orgs Obs Low Average High Low Average High
All Levels 212 15,448 70.0 94.0 115.2 71.9 98.1 117.7
Level A 109 2,016 53.8 63.3 75.1 54.1 64.4 76.1
Level B 109 2,237 62.1 72.6 83.6 63.0 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.

2013 Mercer LLC and the Ontario Society of Professional Engineers 9

 OSPE | 2013 Employer Compensation Survey 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 Total Cash
by Primary Industry Base Salary
$140,000

$120,000

$100,000
Mean Compensation

$80,000

$60,000

$40,000

$20,000
Consulting Transportation/ Durable Mfg. Non-Durable High-tech/ Public Sector Other
Services Utilities Manufacturing Elect. Prod./ & Not-for-Profit
Telecom

2013 Mercer LLC and the Ontario Society of Professional Engineers 10

 OSPE | 2013 Employer Compensation Survey Compensation Data

Base Salary by Year of Graduation

All Levels Num Orgs Num Obs Average Level D Num Orgs Num Obs Average
Year(s) from/of Grad. 212 15,448 94.0 Year(s) from/of Grad. 171 3,849 102.6
< 2 Years 59 272 58.0 < 5 Years 6 14 106.3
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 5 171 86.2 No Degree 3 50 94.4
Not Available 139 8,908 94.8 Not Available 92 2,286 103.5

Level A Num Orgs Num Obs Average Level E Num Orgs Num Obs Average
Year(s) from/of Grad. 109 2,016 63.3 Year(s) from/of Grad. 160 2,186 121.5
< 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
8-10 2003-2005 9 28 63.6 21-25 1988-1992 56 178 124.7
> 10 Years 11 38 62.9 26-30 1983-1987 54 174 126.2
No Degree 2 13 -- > 30 Years 60 259 129.2
Not Available 58 1,285 66.3 No Degree 1 22 --
Not Available 86 1,147 120.0
Level B Num Orgs Num Obs Average
Year(s) from/of Grad. 109 2,237 72.6 Level F Num Orgs Num Obs Average
< 2 Years 16 40 62.2 Year(s) from/of Grad. 95 760 147.1
2-4 2009-2011 68 373 63.6 < 11 Years 7 9 122.4
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
No Degree 2 29 -- 26-30 1983-1987 45 124 148.7
Not Available 35 1,157 77.2 > 30 Years 56 163 147.6
No Degree 1 6 --
Level C Num Orgs Num Obs Average
Not Available 34 302 147.9
Year(s) from/of Grad. 176 4,400 88.5
< 5 Years 28 88 78.1
5-7 2006-2008 75 392 77.7
Note: Above compensation data are displayed in CAD $000 for a
8-10 2003-2005 65 327 81.3
full-time equivalent employee, unless otherwise indicated.
11-15 1998-2002 70 299 84.2 All data are incumbent weighted.
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 2 51 --
Not Available 104 2,731 91.8

2013 Mercer LLC and the Ontario Society of Professional Engineers 11

 OSPE | 2013 Employer Compensation Survey Compensation Data

Compensation Data by Location

Base Salary Total Cash Compensation

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
Greater Toronto Area 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
Southwestern Ontario *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
Greater Toronto Area 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
Southwestern Ontario 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
Greater Toronto Area 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
Southwestern Ontario 70 1,031 74.8 81.9 83.2 77.5 85.7 91.4

Level D
Eastern Ontario 49 607 102.6 106.1 109.8 102.8 108.2 111.4
Greater Toronto Area 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
Southwestern Ontario 72 926 88.0 99.3 102.5 96.0 106.6 104.5

Level E
Eastern Ontario 41 236 118.1 122.4 128.6 119.0 129.8 136.7
Greater Toronto Area 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
Southwestern Ontario 62 525 109.2 121.9 125.5 115.8 132.6 137.3

Level F
Eastern Ontario 24 88 137.7 150.0 156.1 147.2 169.2 183.5
Greater Toronto Area 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
Southwestern Ontario 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.

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 OSPE | 2013 Employer Compensation Survey
CLASSIFICATION GUIDE OF ENGINEERING RESPONSIBILITY LEVELS
(Reproduced with the permission of the Ontario Society of Professional Engineers)
Level of Responsibility LEVEL A
Duties Receives training in the
various phases of office,
plant, field or laboratory
engineering work as
classroom instruction or on-
the-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, Few technical decisions
Decisions and called for and these will be of
Commitments 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.
Leadership Authority May assign and check work
and/or Supervision of one to five technicians or
Exercised helpers. Does not supervise
junior engineers.
Guide to Entrance Bachelors degree in
Qualifications Engineering or Applied
Science or its equivalent with
zero to two years experience.
Will not likely have their
P.Eng.
2013 Mercer LLC and the Ontario Society of Professional Engineers
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.
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.
May give technical guidance to
one or two junior engineers or
technicians assigned to work on
a common project.
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.
Classification Guide
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
Engineering or Applied
Science or its equivalent,
normally with four plus years
related working experience
from the graduation level.
Typically holds a P.Eng.
13
 OSPE | 2013 Employer Compensation Survey Classification Guide

Classification Guide of Engineering Responsibility Levels

(Reproduced with the permission of the Ontario Society of Professional Engineers)
Level of Responsibility
Duties
Recommendations,
Decisions and
Commitments
Supervision Received
Leadership Authority
and/or Supervision
Exercised
Guide to Entrance
Qualifications
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 reviewed for
soundness of judgment but
usually accepted as technically
accurate and feasible. Involved
with progressively larger
financial decisions.
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.
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 non-
professional 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
Engineering or Applied
Science or its equivalent,
normally with fifteen plus
years of engineering
experience, including
responsible administrative
duties. Typically holds a
P.Eng.

2013 Mercer LLC and the Ontario Society of Professional Engineers 14

 OSPE | 2013 Employer Compensation Survey 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.

2013 Mercer LLC and the Ontario Society of Professional Engineers 15