1. Are Remuneration Processes Getting You Down? Alexandra Cass alex.cass@mercer.com Rachel Symond rachel.symond@mercer.com

2. MERCER 1 27 February 2016 Are Remuneration Process Getting You Down? Questions Clients Are Asking Themselves About the Process “How did the remuneration planning and delivery processes work last year? Did we receive feedback from managers and employees? What can we do better?” “Did the business, HR/talent, and reward strategies change last year—are there implications for remuneration planning and delivery?” “Can we still deliver remuneration increases given our current business performance?” “Do we have the internal capabilities and resources to deliver our remuneration strategy and processes?” “What data sources, tools, analytics worked best last year – are resource changes expected?” “What key projects are scheduled for this year?” “What does the external business and remuneration environment look like?” “What are our future remuneration goals and needs?” “Are we able to manage our Remuneration processes effectively?”

3. MERCER 2 27 February 2016 Are Remuneration Process Getting You Down? Range of Remuneration Activities Mercer consultants can help across all these activities Reward Philosophy and Effectiveness Base Pay Program and Policy Design Variable Pay Program Design Total Rewards Communication Best Practices Research and Trends Reward Planning and Modeling Management Reporting and HR Metrics Market Pricing Survey Management Job Evaluation Job Descriptions Reward Management Model Definition Program Review and Evaluation Reward Management Technology Program and Policy Communication Strategic Analytical Transactional Foundational

4. MERCER 3 27 February 2016 Are Remuneration Process Getting You Down? How Can Mercer Optimise Your Resources and Save You Money? Remuneration work is seasonal and often requires unique expertise Planning ensures the right expertise is available at the right time There is a need for effective planning to smooth out peaks and valleys, or supplement resources for peak times (via outsourcing/co-sourcing, part time work, better technology) If you have 12 FTE employees in the Remuneration and Benefits team Over resourced and over spend Under resourced

5. MERCER 4 27 February 2016 Are Remuneration Process Getting You Down? We Can Help You Smooth Out The Peaks and Valleys! Small to MediumLarge Helps to organise the remuneration processes Provides an opportunity to optimise down times and plan for recurring, high activity times Takes a proactive approach to managing your workforce in a tight and expensive labour market Uses remuneration planning cycle to mitigate risks associated with limited career opportunities Requires planning for remuneration processes because of size and complexity Promotes integration of processes across remuneration and other HR functions Creates opportunity to optimise use of staffing and linkages to strategy and communication Planning for the remuneration process can provide: –Enhanced integration with upstream and downstream activities –Formalised quality improvement –Formalised checking of direct alignment to overarching business and talent strategies –Change management and more thoughtful communication Business case may differ based on company size

6. MERCER 5 27 February 2016 Are Remuneration Process Getting You Down? How can we help? We can provide assistance during your peak periods and when you need an extra pair of hands Our services include: –Job Evaluations –Job Evaluation Audits –Annual Remuneration Reviews –Onsite Remuneration Support –HR Policies and Procedures (benchmarking, documenting and other support) –Job Analysis (position description template design, position description writing and other support) Contact Mercer today: –Alexandra Cass: alex.cass@mercer.com –Rachel Symond: rachel.symond@mercer.com