DEMO VERSION - assets.ey.com€¦ · DEMO VERSION. Monthly Fixed Pay EY COMPENSATION AND BENEFITS...

December 2017

People Advisory Services

Republic of Armenia

Compensation and BenefitsSurvey

General Industry

Salary Report

2017

DEMO VERSION

Republic of ArmeniaCompensation and BenefitsSurvey

2017

This survey is proprietary information for the use of the participants and purchasers only. It may not be passed on in whole

or in part to third parties nor quoted nor disseminated in public in any way without the prior approval of EY.

General Industry

EY COMPENSATION AND BENEFITS SURVEY IN ARMENIA 2017GENERAL INDUSTRY

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Table of content

How to use Compensation and Benefits Survey Report 4

Survey participants 10

Monthly Fixed Pay 12

Annual Fixed Pay and Annual Total Pay 1

Detailed information on each separate position 34

Contact information 36

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How to use Compensationand Benefits Survey Report


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This section of the survey contains information on how the data was put together, what it represents, andhow to use the report in the best and the most meaningful way possible.

This section sets out the methodology used to prepare the report, defines key statistical terms, describesmain elements of pay, and also gives several tips regarding easy access to various pieces of data.

It is strongly recommended that persons unfamiliar with the usage of such reports read this sectioncarefully before going into the survey report. Even those experienced in using such data could find thissection a useful for getting the most out of the survey.

Methodology of the survey

Participants

Survey was targeted at organizations of different industry sectors of Armenia (see the

section "List of Participants").

Survey covered individuals employed in Armenia. Expatriate packages were not covered by the

survey.

Data Collection

► The questionnaire was provided to the participants in the electronic format. Traditionally it consists of

four sections:

► Sections A & D covering general information about the company,

► Sections B covering HR policies and practices (including non-cash benefits policies),

► Section C covering remuneration for particular positions.

► While completing the Questionnaire (Section C), participants compared jobs in their companies to the

standard jobs defined by EY for reporting purposes. In this process, called Job Matching, the Job

Descriptions Manual has been used.

► The Job Descriptions Manual was compiled and developed in the electronic format.

► A simple job classification table was used to help in job matching process; jobs were matched on the

basis of responsibilities, and not the job title itself. Clarifications were given by telephone in order to

ensure that data was given for appropriate jobs.

► While the questionnaires were being filled in and data submitted, EY consultants could be contacted by

participants via a "hotline" for consultations and explanations.

► The information and data received from each participating company was uploaded into the unified,

protected database. Each incoming questionnaire was checked for accuracy and consistency. In case

of any doubts, the consultants contacted participants for refinements and clarifications.

► Then the degree to which the information provided corresponded to job duties was examined. EY

consultants evaluated the data acceptability by position, using a variety of indicators such as high and

low salary levels, accountability of a job holder and other indicators casting doubt on the

representative nature of the information for each group of participants. Any material variations were

then checked with the participant for accuracy.

► The aggregated data was published in a format guaranteeing confidentiality and preventing data from

being identified with specific companies.

Timeframe

► Data on monthly base salaries was gathered as of June 30, 2017.

How to use Compensation and BenefitsSurvey Report


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► Data on variable pay received by jobholders was gathered for a 12-month period ending June 30,

2017.

Data presentation

► Salary data was presented in an aggregated format, with the use of statistical measures:

► deciles

► quartiles

► median and average

► The survey includes data on the specific job only if information was provided by a minimum of

three companies. We have restricted the use of certain statistical units (deciles and quartiles) if

the sample for a specific job represents less than six employees.

► In addition to standard jobs, the report also provides information on job groups. Jobs with

similar functions and tasks were included in groups (the level and experience of the jobs may

differ). For example, the group FID110 «Accountants» includes such positions as: FID110.07.10

«Senior Accountant», FID110.08.10 «Accountant» and FID110.09.10 «Junior Accountant».

► The salary data was presented in the three sections: "Monthly Fixed Pay", "Annual Fixed Pay

and Annual Total Pay", and "Detailed information on each separate position".

► Please note that statistics on monthly salary and annual total pay are calculated separately.

Therefore, the amount of statistics on a monthly salary for 12 months, and the

corresponding indicator of variable compensation, in general, is not the annual total pay of

the position.

• The salary data has been rounded to the nearest thousand.


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Structure of the Compensation Package

.

The information was gathered for the two main elements of pay:

Monthly Fixed Pay, including:

Monthly base salary Basic element of compensation package; paid on amonthly basis or more frequently, usually guaranteed tothe employee by the employment agreement.

Allowances Paid regularly (usually on a monthly basis), always in thesame amount, in addition to the base salary; usually linkedto the function or working conditions (e.g. allowance forharmful conditions). These allowances may be statutory orcompany-provided.

Guaranteed payments Payments predefined in the amount or percentage of abasic salary and are paid to employees. Payments that arenot connected to employee or company performance. Thistype of remuneration is typically paid monthly or at theend of the year.

+ Variable Pay, including:

Annual performance-related bonus Bonus paid only if company / employee meet certainannual goals. May be determined as a percentage of basicsalary or based on other approach.

Quarterly and semi-annual bonuses Bonus paid to the employee on a quarterly / semi-annualbasis, if company / employee meets certain goals in therespective period.

13th salary and other guaranteedpayments

Guaranteed bonus paid to the employee in the end of theyear

Monthly payments and commissionremuneration

Bonus based on the work results for month and / or aftercarrying out commercial operations / transactions,usually calculated as a percentage of the transactionamount.

Other forms of variable pay

= Annual Total Pay Sum of all the elements paid to a certain jobholder inannual terms. This is the main information forbenchmarking, as it describes the overall remuneration forthe jobholder.

In the final report we present information regarding total Monthly Fixed Pay, Total Annual Pay and eachelement of Variable Pay for each of the jobs. However, the most important information concerns:

• Monthly Fixed Pay• Annual Total Pay

Structure of the compensation package (Fixed / Variable)

The survey also contains the proportion between the Fixed Pay and Variable Pay for each job. The averagestructure of the package shows how widespread are cash incentives within the compensation package foreach position.The average percentage of Variable Pay in the Annual Total Pay is calculated for each job. This figure iscalculated by determining the percentage of variable pay for each jobholder and then taking the median ofthis data.


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Definitions of Terms used in the Survey

Number of incumbentsFor each position, the number of employees reported by participants is presented. The higher thenumber, the more reliable are the results.

DecilesFor the purposes of statistical analysis, all the data is organized in an ascending order. Lower decile isthe parameter that describes the first 10th percent of the sample. For example, if there were 100employees on a Financial Analyst position and their salaries were organized in the ascending order, the10th lowest salary would be the figure for the lower decile. Similarly, the upper decile describes the 90thpercent point of the sample (in the above example - the 90th salary). Generally speaking, deciles "cutoff" the lower and upper 10 percent of the sample, due this they describe the sample much better thanthe minimum and maximum that can sometimes be misleadingly extreme.

QuartilesThe abovementioned approach is used with the difference being that quartiles represent respectively25th percent (first or lower quartile) and 75th percent (upper quartile) of the sample, i.e., 25th salaryout of 100 and 75th salary out of 100. Quartiles are considered as a stable and valid measure, becausethey represent the middle 50 percent of the sample (i.e., 50 percent of the salaries are between first andthird quartile).

MedianMedian represents the salary of the middle employee in the sample (or the average of the two middleemployees if the number of data points in the sample is even). It is used for the purposes ofcompensation analysis due to its stability. Median shows the value that is considered to be "the mostrepresentative" for the distribution. The one-number answer to the question "How much is HR Specialistpaid?" would be the value of the median.

AverageStandard arithmetic average calculated as a sum of all the salaries divided by the number of incumbents.Average itself is not a good measure, because it is highly sensitive to the extreme minimum andmaximum values. However, it is commonly used together with the median, because it serves properly asa "control parameter", and the comparison of both values gives additional information on thedistribution of the sample.


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Description of the code formation

The scheme below shows an example of code generation, and also the compliance between the organizational structure and individual code fields is described.

Warehouse worker

LOG300.10.40

LOG 300 10 40

Function (In example – Logistics)

Number of subfunction to which the given position is matched (In example – The Department of Warehousing as Logistics subfunction)

Level of position (1-10)

Number of position in the given subfunction at the given level. For example, if subfunction at one level has three positions, the last digits of their codes will be, respectively, 10, 20 and 30

“Where should I look if I want to know…” … what “lower decile” really means? How to use Compensation and Benefits Survey

…what the Monthly Fixed Pay of an HR Director is? Monthly Fixed Pay

…what the annual fixed pay and annual total pay fora Senior Accountant are?

Annual Fixed Pay and Annual Total Pay

…how much I should pay to my Sales Representative?

Detailed information on each separate position


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Survey participants


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Survey participants

1. Abbott Pharma2. American University of Armenia3. Anelik Bank4. Armenbrok Investment Company5. Armenia Marriott Hotel6. Arminfo news agency7. Ayb Educational Foudation8. Bayer MGF Group9. Beeline Armenia10. Best Western Congress Hotel11. Central Depository of Armenia12. Eurasia Partnership Foundation13. FINCA UCO14. GlaxoSmithKline Export Limited Armenian Representative15. Hyatt Place Hotel Yerevan16. NASDAQ OMX Armenia17. Open Society Institute Foundation18. Radisson Blu Hotel Yerevan19. Ucom20. Vivacell-MTS21. VTB Bank (Armenia)22. Yerevan Brandy Company

27. Yerevan Brandy Company


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Monthly Fixed Pay


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Gross monthly fixed pay expressed in AMD, including allowances and "guaranteed" payments as of 30 June 2017

Job Code Job Title Lower decile First quartile Median Third quartile Upper decile AverageNumber of incumbents

ADM000.04.10 Head of Administration Department (Administration Director) 4

ADM100.06.10 Office Manager 5

ADM100.06.20 Housekeeping Manager 9

ADM100 Translators / Interpreters 8

ADM100.08.10 Translator / Interpreter 6

ADM110 Assistants/ Receptionists 27

ADM100.08.20 Personal Assistant to General Director 6

ADM100.09.15 Executive Assistant / Secretary 5

ADM100.09.20 Department Assistant 10

ADM100.10.10 Receptionist 5

ADM400.06.10 Head of Record Management Unit 3

ADM400.07.10 Chief Specialist of Record Management Unit 4

ADM400.08.10 Documentation Coordinator 4

ADM400.10.10 Archivist 4

ADM500.06.10 Fleet Manager 4

ADM500.08.10 Traffic / Transportation Coordinator 6

ADM500 Drivers 25

ADM500.10.10 Car Driver 22

ADM500.10.20 Personal Driver 3

ADM500.10.30 Courier 5

ADM600.08.10 Facilities Engineer (office) 12

ADM600 Maintenance Technicians 13

ADM600.10.20 Sanitary Technician (office) 4

ADM600.10.30 Electrician (office) 8

ADM600.10.40 Cleaner 95,000 100,000 130,000 131,000 140,000 121,000 9

BDD000.04.10 Head of Business Development Department 3

BDD000.06.10 Business Development Manager 4

CAC100.05.10 Head of Call Center Division 3

CAC100.07.10 Call Center Supervisor 5

CAC100 Call Center Operators 12

CAC100.08.10 Senior Call Center Operator 6

CAC100.09.10 Call Center Operator 6

CAC100.09.20 Call Center Operator (Collection) 6

CAC110 Call Center Active Sales Specialists 10

CAC110.07.10 Chief Call Center Active Sales Specialist 6

CAC110.08.10 Call Center Active Sales Specialist 4

CLS200.06.10 Customer Service Manager 4

CLS200 Customer Service Specialists 12

CLS200.07.10 Chief Customer Service Specialist 5

CLS200.08.10 Customer Service Specialist 6

FID000 Finance Directors 8

FID000.04.10 Finance Director 7

FID100.04.10 Head of Financial Department 6

FID110.05.10 Chief Accountant 12

FID110.06.10 Deputy Chief Accountant 6

FID110 Accountants 41

FID110.07.10 Senior Accountant 9

FID110.08.10 Accountant 26

FID110.09.10 Junior Accountant 6

FID110.10.10 Cashier 6

FID120 Payroll Accountants 5

FID120.08.10 Payroll Accountant 3

Monthly fixed pay Armenia


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FID120.08.20 Accounts Receivable Control Specialist 6

FID130.05 Finance Controllers 9

FID130.05.10 Chief Finance Controller 5

FID130 Finance Analysts / Economists 15

FID130.07.10 Chief Finance Analyst / Chief Economist 7

FID130.08.10 Finance Analyst / Economist 7

FID300.05.10 Head of Treasury 3

FID300 Treasury Specialists 8

FID300.08.10 Treasury Specialist 5

GEM000.01.10 General Director 5

GEM000 Deputy General Directors / Viсe-Presidents 4

GEM300.04.10 Division Manager 3

GEM300.06.10 Project Manager 7

HRD000 HR Directors 7

HRD000.04.10 HR Director 6

HRD200.06.10 Human Resources Manager 4

HRD200 Human Resources Generalists 4

HRD200.08.10 Human Resources Generalist 3

HRD300.06.10 Training and Development Manager 5

HRD300 Training and Development Specialists 14

HRD300.07.10 Chief Training and Development Specialist 6

HRD300.07.20 Leading Training and Development Specialist 6

HRD400 Compensation and Benefits Specialists 6

HRD400.07.20 Leading Compensation and Benefits Specialist 3

HRD500 Recruitment Specialists 9

HRD500.07.10 Chief Recruitment Specialist 6

HRD500.08.10 Recruitment Specialist 3

HRD600.06.10 HR Administration Manager 3

HRD600 HR Administration Specialists 12

HRD600.07.10 Chief HR Administration Specialist 4

HRD600.07.20 Leading HR Administration Specialist 4

HRD600.08.10 HR Administration Specialist 4

HRD900 Performance Appraisal Specialists 5

HSE100 Labor Safety Inspectors / Specialists 3

HSE100.08.10 Labor Safety Inspector / Specialist 3

HSE400.10.10 Nurse 3

IAT000.07.10 Chief Internal Auditor 3

ITD000 IT Directors / Chief Information Officers 7

ITD000.04.10 IT Director 6

ITD000.06.10 IT Manager 6

ITD001 IT Specialists 11

ITD000.07.50 Senior IT Specialist 6

ITD000.08.10 IT Specialist 5

ITD200.07.10 Database Administrator 6

ITD300.06.10 Desktop Support Manager 7

ITD300 Desktop Support Specialists 5

ITD300.08.10 Desktop Support Specialist 5

ITD400.06.10 Information Security Manager 3

ITD400 Information Security Specialists 8

ITD400.08.10 Information Security Specialist 5

ITD500 System Administrators 13

ITD500.07.10 Senior System Administrator 7


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LEG000 Legal Department Directors 4

LEG000.04.10 Legal Department Director 3

LEG100.05.10 Head of Legal Division 4

LEG100 Lawyers 19

LEG100.07.10 Senior Lawyer 8

LEG100.08.10 Lawyer 7

LEG100.09.10 Junior Lawyer 4

LEG200 Claims and Litigation Lawyers 14

LEG200.07.10 Senior Claims and Litigation Lawyer 5

LEG200.08.10 Claims and Litigation Lawyer 5

LEG300 In-House Lawyers 8

LOG300.06.10 Warehouse Manager 4

LOG300.09.10 Warehouse Administrator 7

LOG300 Warehouse Workers 4

LOG300.10.40 Warehouse Worker 4

LSS200.06.10 Purchasing Manager / Head of Purchasing Unit 7

LSS200 Purchasing Specialists 22

LSS200.07.10 Chief Purchasing Specialist 4

LSS200.07.20 Leading Purchasing Specialist 5

LSS200.08.10 Purchasing Specialist / Buyer 12

MAR000 Marketing Directors 3

MAR100 Advertising Specialists 7

MAR100.08.10 Advertising Specialist 5

MAR200.06.10 Marketing Manager 5

MAR200 Marketing Specialists 16

MAR200.07.10 Chief Marketing Specialist 7

MAR200.08.10 Marketing Specialist 5

MAR600.08.10 Social Media Marketing (SMM) Specialist 3

MAR205.08.10 Designer 8

MAR400.06.10 Marketing Communications Manager / PR Manager 4

MAR500.06.10 Product / Brand Manager 6

MAR500 Product / Brand Specialists 3

MAR500.08.10 Product / Brand Specialist 3

PMD000.05.10 Project Management Office Head 6

PMD000.06.10 Project Manager 5

PMD000 Project Management Specialists 11

PMD000.08.10 Project Management Specialist 5

QUC100.06.10 Quality Assurance Manager 5

QUC100.08.10 Quality Assurance Specialist 6

SED100.05.10 Head of Economic Security Division 4

SED220.06.10 Security Manager 5

SED220 Security Guards 19

SED220.09.15 Senior Security Guard 6

SED220.10.10 Security Guard 13

SLS000 Sales Directors 4

SLS000.04.10 Sales Director 3

SLS700.07.10 Chief Sales Specialist (office) 7


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Job Code Job Title Lower decile First quartile Median Third quartile Upper decile Average Number of incumbents

















ADM500 Drivers 17








ADM600.10.40 Cleaner 95,000 100,000 130,000 131,000 140,000 121,000 9




























Monthly fixed pay Yerevan


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ITD400.06.10 Desktop Support Specialists 3





LEG000 System Administrators 4



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LEG100 Lawyers 19













































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Annual Fixed Pay andAnnual Total Pay


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Annual fixed pay and annual total pay

Gross annual fixed pay in AMDGross annual total pay in AMDInformation for the period: July 2016 - June 2017


































ADM500 Drivers 25

ADM500 Drivers 25















ADM600.10.40 Cleaner 1,135,000 1,200,000 1,560,000 1,574,000 1,682,000 1,452,000 9

ADM600.10.40 Cleaner 1,177,000 1,200,000 1,560,000 1,646,000 2,036,000 1,536,000 9

Armenia


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Armenia


















































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Armenia




















































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Armenia

















LEG100 Lawyers 19

LEG100 Lawyers 19


































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Armenia


















































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Armenia








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ADM500 Drivers 17

ADM500 Drivers 17















ADM600.10.40 Cleaner 1,135,000 1,200,000 1,560,000 1,574,000 1,682,000 1,452,000 9

ADM600.10.40 Cleaner 1,177,000 1,200,000 1,560,000 1,646,000 2,036,000 1,536,000 9

Yerevan


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Yerevan




















































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Yerevan
















































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Yerevan


















































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Yerevan

















LEG100 Lawyers 19

LEG100 Lawyers 19


































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Yerevan


















































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Yerevan








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Detailed information oneach separate position


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Position title: CleanerCode: ADM600.10.40 Number of companies-participants: 8

<5 5-10 10-20 20-50 50-100 100-200 200-500 500-1,000 >1,000

75.0% 12.5% 0.0% 0.0% 12.5% 0.0% 0.0% 0.0% 0.0%

<50 50-100 100-200 200-500 500-1,000 1,000-2,000 2,000-5,000 >5,000

25.0% 12.5% 37.5% 12.5% 12.5% 0.0% 0.0% 0.0%

3. Monthly fixed pay, Annual fixed pay and Annual total pay (AMD gross)

Lower decile First quartile Median Third quartile Upper decile Average Number ofincumbents

Armenia95,000 100,000 130,000 131,000 140,000 121,000 9

1,135,000 1,200,000 1,560,000 1,574,000 1,682,000 1,452,000 9

1,177,000 1,200,000 1,560,000 1,646,000 2,036,000 1,536,000 9

Yerevan95,000 100,000 130,000 131,000 140,000 121,000 9

1,135,000 1,200,000 1,560,000 1,574,000 1,682,000 1,452,000 9

1,177,000 1,200,000 1,560,000 1,646,000 2,036,000 1,536,000 9

Base salary 9 95,000 130,000 134,000 117,000

Company allowances - - - - -

Statutory allowances - - - - -

Amount of other monthly fixed payments 1 - - - N/A

Annual performance-related bonus - - - - -

Quarterly and semi-annual bonuses 1 - - - N/A

13th salary and other guaranteed annual payments - - - - -

Monthly payments and commission remuneration - - - - -

Amount of other annual variable payments 2 - - - N/A

0% of incumbents within position

1. Characteristics of companies-participants

Sales volume (mln USD)

% of companies-participants

Number of employees

% of companies-participants

2. Characteristics of the incumbents

Level of professional qualification Foreign language skills arenecessary for this position International experience

22.2% N/A

Actual scope of responsibilities Slightly lower than in Job Description Manuals Exactly like in Job DescriptionManuals Slightly higher than in Job Description Manuals

Information on compensation is published only if data on position have been provided by not less than three companies-participants.Only those regions meeting the above requirement are presented below.

Monthly fixed pay

Annual fixed pay

Annual total pay

0.0% 88.9% 11.1%

Monthly fixed pay

Annual fixed pay

Annual total pay

Average

FROM(lower decile) Median TO

(upper decile) Average 6. Compensation structure

Percentage of incumbentsrecevied variable pay withinposition

33.3%

4. Elements of monthly fixed pay (AMD gross per month) Number ofincumbents

7. Corporate car

Corporate car is used by

TOTAL VARIABLE PAY 3 - - - 251,000

Compensation structure (median) among suchcompanies:

Annual fixed pay 94.5%

Annual variable pay 5.5%

5. Elements of annual variable pay (AMD gross per year) Number ofincumbents

FROM(lower decile) Median TO

(upper decile)


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Contact information


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Tatevik.Mirumyan

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Team Olga Gorbanovskaya Partner, EY Ukraine Olena BoichenkoDirector, EY Ukraine

Marika Harutyunyan Consultant, EY Armenia [email protected]

Tatevik Mirumyan Consultant, EY Armenia [email protected]

Contact information Ernst & Young CJSC Address: 1 Northern Ave. Yerevan 0001, Republic of Armenia Email: [email protected]

Tel.: +374 10 500 790 Fax: +374 10 500 706


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mailto:[email protected]

mailto:[email protected]

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