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Georgia General IndustryCompensation & Benefits Salary Part

Demo Version

November 2012

Georgia General IndustryCompensation & Benefits Survey 2012 –

Compensation & Benefits Survey Contents § Monthly fixed pay § Annual fixed pay and total pay § Remuneration on particular positions

ERNST AND YOUNG. DEMO VERSION OF GENERAL INDUSTRY COMPENSATION AND BENEFITS SURVEY - 2012 2

Georgia General Industry Compensation & Benefits Survey 2012

This survey is proprietory information for the use of participants and purchasers only. It may not be passed on in whole or in part to third parties nor quoted nor disseminated in any way without the prior approval of Ernst & Young.


Table of contents

How to use this Survey . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . .5

Monthly Fixed Pay – summary. . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . 11

Annual Fixed Pay and Annual Total Pay – summary. . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . .. 27

Remuneration on particular positions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . 54

Contact information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ...56


How to use Compensation & Benefits Survey Report


How to use Compensation & Benefits Survey Report

The information contained in this survey is extensive and is the result of a great deal of research from a wide sample basis. However, knowledge of how the information was put together and what it represents, together with a clear understanding of how to use the report, will allow readers to access information relevant to their organisations in the best and most meaningful way possible.

This section sets out the methodology through which the survey was compiled, goes into some detail regarding regional considerations, defines key statistical terms, describes main elements of pay, and also gives a series of tips regarding easy access to various pieces of data.

It is strongly recommended that persons unfamiliar with the usage of such reports read this section carefully before going into the survey report. Even those who used to deal with such data could find this section a useful aid of getting the most out of the survey itself.

Methodology of the survey

Coverage

• Survey was not targeted at any specific industry, region or type of companies. All the companies

operating in Georgia could participate in the survey.

• Survey covered Georgian nationals employed in Georgia; expatriate packages were not covered by the survey.

Data Collection

• We gathered the data about real jobholders (not the average data on a company level).

• The questionnaire was provided to the participants in the electronic format. It consisted of two parts: - Section A, B & D regarding HR policies and practices (including non-cash benefits policies) as well

as general information about the company, - Section C regarding remuneration for particular positions.

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

standard jobs defined by Ernst & Young 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 based on comments

and recommendations of the participants.

• We introduced a simple job classification table 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 job categorizations.

• While the questionnaires were being filled out and data submitted, Ernst & Young representatives could

be contacted by participants via a "hotline" for consultations and explanations; these representatives answered numerous questions that were put to them.

• The information and data received from each participating company was input 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.

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


low salary levels, accountability of an official 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 provider for accuracy.

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

being identified with specific companies.

Regions

• The information was collected on 4 main regions of Georgia: — Georgia — Tbilisi — Adjara — Kakheti — Shida Kartli

Timeframe

Data on monthly base salaries was gathered as of June 30, 2012 Data on variable pay received by the jobholder was gathered for a 12-month period ending June 30, 2012

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 type of operations in a particular region only if information was

provided for a minimum of four employees. We have restricted the use of certain statistical units (deciles and quartiles) if the sample for a specific activity represents less than seven employees.


Structure of the Compensation Package /Elements of Pay

The information was gathered for the following main elements of pay: Total

Monthly Fixed Pay out of which:

Monthly Base Salary Basic element of compensation package; paid on a monthly basis or more frequently, usually guaranteed to the employee by a signed employment agreement.

+ Allowances Paid regularly (usually on a monthly basis), always in the same

amount, in addition to the base salary; usually linked to the function or working conditions (e.g. regional co-efficient). May be statutory or company-provided.

+ "Guaranteed" bonus Bonus that is typically predefined in amount or percentage of

base salary and is paid to the employee; it has no real link to employee or company performance. This type of bonus is typically paid monthly or at the end of the year.

+ Variable Pay - Amount of money paid to the employee in relation to the individual or company performance; not guaranteed, may have different forms (performance bonus, sales bonus, commission, reward etc.), out of which:

Performance-related bonus Bonus that is paid to the employee according to a predefined formula only if certain individual/company performance goals are met.

+ Sales incentive Bonus paid to sales personnel in return for achieving certain

sales results. Is typically paid in a form of commission or a bonus related to sales results.

+ Discretionary bonus/ reward Bonus paid to the employee “post factum” (without predefined

rules) according to management decision.

+ Other forms

= Annual Total Pay Sum of all the elements of pay paid to a certain jobholder; usually defined in annual terms; the best information for market comparisons, as it describes the overall remuneration for the jobholder.

In the final report we present information regarding total monthly fixed pay and each element of variable pay for each of the jobs. However, as the most important we regard information concerning the distribution of: • Total Monthly Fixed Pay, and • Annual Total Pay

Structure of the Compensation Package (Fixed / Variable)

• The answer to the question: "What is the standard split between the Fixed Pay and Variable Pay for this

job?" In other words, the average structure of the package shows how "incentivised" the compensation package is for each position.

• For the purposes of this survey, this is calculated as the median percentage of Variable Pay in the

Annual Total Pay. Please note that this is calculated by determining the percentage of variable pay for each jobholder, and then taking the median of these.


Lower decile

First quartile

Median Third quartile

Upper decile

Average Number of participants

Georgia Monthly Fixed Pay

1,305

2,454

3,026

3,211

3,828

2,900

10 Annual

Total Pay 17,124 30,722 38,222 45,892 60,649 38,393 10

Definitions of Terms used in the Survey

Number of incumbents — for each position (in each region), the number of employees reported by participants is presented. The higher the number, the more reliable the results.

Deciles — for the purposes of statistical analysis, we have organised all the data in a growing order. Lower decile is the parameter that describes the first 10 percent of the sample. For example, if there were 100 employees on a Financial Analyst position and their salaries were organised in the growing order, the 10th lowest salary would be the lower decile. Similarly, the upper decile describes the 90 percent point of the sample (in the above example — the 90th salary). Generally speaking, deciles “cut off” the lower and upper 10 percent of the sample, thanks to which they describe the sample much better than the minimum and maximum that can sometimes be misleadingly extreme.

Quartiles — the rule is the same as above, the difference is that quartiles represent respectively 25 percent (first or lower quartile) and 75 percent (upper quartile) of the sample, i.e., 25th salary out of 100 and 75th salary out of 100. Quartiles are considered as a stable and valid measure, because they represent the middle 50 percent of the sample (i.e., 50 percent of the salaries are between first and third quartile).

Median — represents the salary of the middle employee in the sample (or the average of the two middle employees if the sample is even). It is used for the purposes of compensation analysis thanks to its stability. Median shows the value that is considered to be “the most representative” for the distribution. The one-number answer to the question “How much is HR Specialist in Tbilisi paid?” would be the value of median.

Average — standard, 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 and maximum values. However, it is commonly used together with the median, because it serves properly as a “control parameter”, and the comparison of both values gives additional information on the distribution of the sample.

“Where should I look if I want to know…”

… what “lower decile” really means? How to use this salary survey

…what the monthly fixed pay of Monthly Fixed Pay of an HR Director?

Monthly Fixed Pay — summary

…what the annual fixed pay and annual total pay for a Senior Accountant?

Fixed Pay and Total Pay — summary

…how much I should pay my Sales Representative?

Remuneration on particular positions

…if it is normal that my IT Specialist Remuneration on particular positions are leaving after six months?


List of Participants - 2012 1. Abbott Laboratories S.A. Affiliate in Georgia 2. Amtel Properties Georgia LLC 3. Batumi Oil Terminal LLC 4. BP Exploration (Caspian Sea) LTD 5. British American Tobacco Georgia Limited 6. Caucasus Online LLC 7. Diplomat Georgia LLC 8. DLA Piper Georgia LLP 9. Georgian Branch of IDS Borjomi Beverages Company

10. HeidelbergCement Caucasus LLC 11. JSC Iberia Refreshments 12. JSC Lomisi - Natakhtari 13. JSC Microfinance Organization Finca Georgia 14. JSC Telasi 15. JSC UGT 16. JTI Caucasus LLC 17. Kraft Foods Georgia LLC 18. Les Laboratoires Servier 19. Mobitel LLC 20. Oriflame Georgia LLC 21. PSP Insurance Company 22. PSP Pharma LLC 23. Representation of FIC MEDICAL in Georgia 24. Representative Office of Astellas Pharma Europe B.V. in Georgia 25. Representative Office of Pfizer Luxemburg SARL in Georgia 26. Schering-Plough MSD 27. TAV Urban Georgia LLC 28. Tegeta Motors LLC 29. Wimm-Bill-Dann Georgia LLC


Monthly Fixed Pay – summary


Job Code Job Title Lower decile

First quartile Median Third

quartileUpper decile Average Number of

incumbents

ADM000.04.10 Administration Director 255 352 441 547 923 507 10

ADM100.06.10 Office Manager

ADM100.06.20 Housekeeping manager

ADM100.08.10 Translator/Interpreter

ADM100.09.10 Executive Assistant

ADM100.10.30 Department Assistant

ADM100.10.40 Receptionist

ADM100.10.50 Assistant/Secretary

ADM300.06.10 Office Supplies Manager

ADM300.08.10 Office Supplies Specialist

ADM400.08.10 Documentation coordinator

ADM400.10.10 Archivist

ADM500.06.10 Fleet Manager

ADM500.07.10 Head of Transport Department

ADM500.08.10 Traffic / Transportation Coordinator

ADM500.10.10 Driver

ADM500.10.20 Personal Driver

ADM500.10.30 Courier

ADM600.08.10 Facilities Engineer

ADM600.10.10 Mechanic

ADM600.10.20 Sanitary Technician

ADM600.10.30 Electrician

ADM600.10.40 Cleaner

ADM700.09.10 Board Secretary

BPA000 Business Modeling Specialists

CAC100.06.10 Head of Call Center

CAC100 Call Center Operators

CAC100.08.10 Senior Call Center Operator

CAC100.09.10 Call Center Operator

CAS000 Corporate Affairs Directors

CAS000.04.10 Corporate Affairs Director

CAS000.05.10 Corporate Affairs Manager

CAS000.07.10 Corporate Affairs Specialist / Public Relations

CLS200.06.10 Customer Service Manager

CLS200 Customer Care Specialists

CLS200.08.10 Customer Care Specialist

CLS200.09.10 Junior Customer Service Clerk

FID000 Finance Directors

FID000.03.10 Finance Director (Board)

FID000.04.10 Finance Director

FID100.04.10 Financial Department Head

FID100.05.10 Planning and Economic Department Head

FID110.05.10 Chief Accountant

FID110.06.10 Deputy Chief Accountant

FID110 Accountants

FID110.07.10 Senior Accountant

FID110.08.10 Accountant

FID110.09.10 Junior Accountant

FID110.10.10 Cashier

FID120.08.10 Payroll Accountant

FID130.05.10 Finance Controller

FID130 Finance Analysts / Economists

FID130.07.20 Senior Finance Analyst / Senior Economist

FID130.08.10 Finance Analyst / Economist

Monthly Fixed Pay Georgia

Gross remuneration expressed in USD, including allowances and "guaranteed" bonus payment as of 30 June 2012





incumbents



FID200.06.10 Tax Manager

FID200.08.10 Tax Specialist

FID300.05.10 Head of Treasury

FID300.08.10 Specialist of Treasury

FID400 Specialists of Payments Department

FID400.08.10 Specialist of Payments Department

GEM000.01.10 General Manager

GEM000 General Directors / Viсe-Presidents Deputy

GEM000.02.10 First Deputy General Director / First Viсe-President

GEM000.03.10 General Director / Viсe-President Deputy

GEM200.03.10 Plant Manager

GEM300.02.10 Representative Office Head

GEM300.03.10 Manager of Large Division

GEM300.04.10 Division Manager

HRD000 HR Directors

HRD000.04.10 HR Director

HRD100.04.10 Head of HR department

HRD100.05.20 HR Business Partner

HRD200.06.10 Human Resources Manager

HRD200.08.10 Human Resources Generalist

HRD300.06.10 Training and development Manager

HRD300 Training and Development Specialists

HRD300.08.10 Training and Development Specialist

HRD400.06.10 Compensation and Benefits Manager

HRD400 Compensation and Benefits Specialists

HRD400.07.10 Chief specialist on compensation and benefits

HRD500.06.10 Recruitment Manager

HRD500 Recruitment Specialists

HRD500.08.10 Recruitment specialist

HRD600 HR Administration Specialists

HRD600.07.10 Chief HR Administration Specialist

HRD600.08.10 HR Administration Specialist

HRD900.10.10 Human Resources Assistant

HSE100.08.10 Labour Safety Inspector / Specialist

HSE200.06.10 Production Safety Manager

HSE200.08.10 Production Safety Inspector / Specialist

HSE300.06.10 Environmental Security Manager

HSE300.08.10 Environmental Security Inspector / Specialist

HSE400.10.10 Nurse

IAT000.08.10 Internal Auditor

INT000.01.10 Regional Manager (several countries)

ITD000 IT Directors / Chief Information Officers

ITD000.04.10 IT Director/ Chief Information Officer

ITD000.06.10 IT Manager

ITD000.08.10 IT Specialist

ITD100.06.20 Application Development Manager

ITD100.06.30 Senior Programmer

ITD100.06.50 Project Manager (IT)

ITD110.08.10 System Analyst

ITD120 ERP Implementation Specialists

ITD120.07.10 Senior ERP Implementation Specialist

ITD120.08.10 ERP Implementation Specialist

ITD120.09.20 ERP Developer/ Junior Specialist

ITD130.08.10 ERP Administrator





incumbents



ITD130.08.20 Programmer

ITD130.08.30 System Architect

ITD130.08.40 System Administrator

ITD130.09.60 System Engineer

ITD170.06.20 End User Support Manager

ITD170 End User Support Specialists

ITD170.07.10 Senior End User Support Specialist

ITD170.08.10 End User Support Specialist

ITD180.08.10 Database Administrator

ITD200 Information Security Specialists

ITD200.07.10 Senior Information Security Specialist

LEG000 General Counsel

LEG000.04.10 General Counsel

LEG100 Legal Advisors

LEG100.06.10 Senior Legal Advisor

LEG100.07.10 Experienced Lawyer

LEG100.08.10 Legal Advisor

LEG100.09.10 Junior Lawyer

LEG200 Lawyers on Claims and Litigation

LEG300 In-House Lawyers

LEG300.08.10 In-House Lawyer

LEG400.10.10 Research Assistant

LOG000.04.10 Logistics Director

LOG100.05.10 Head of Logistics Department

LOG100.06.10 Logistics Manager

LOG110.06.10 Import / Export Manager

LOG110.07.10 Import / Export Coordinator

LOG120.06.10 Transportation Manager

LOG120.10.10 Driver of Truck Transport

LOG130.06.10 Customs Clearance Manager

LOG130.09.10 Customs Clearance Specialist/ Customs applicant

LOG130.10.20 Delivery driver

LOG200.06.10 Supply Chain Manager

LOG200 Supply Chain Specialists

LOG200.07.10 Supply Chain Analyst / Specialist

LOG300.06.10 Warehouse Manager

LOG300.08.10 Warehouse Logistics Specialist

LOG300.08.20 Warehouse Specialist / Supervisor

LOG300.09.10 Warehouse Administrator

LOG300.09.20 Warehouse Worker

LOG300.10.10 Warehouse Loader

LOG300.10.20 Fork-lift Driver

LOG300.10.30 Warehouse controller

LOG500.10.10 Logistics Assistant

LSS000.04.10 Supply Chain Director

LSS100 Distribution Specialists

LSS100.07.10 Chief Distribution Specialist

LSS200.06.10 Purchasing Manager

LSS200.08.10 Buyer

LSS300.10.10 Database Management Assistant

MAR000 Marketing Directors

MAR000.04.20 Marketing Director

MAR200.06.10 Marketing Manager

MAR200.08.10 Marketing Specialist





incumbents



MAR200.08.20 Designer

MAR200.10.10 Marketing Assistant

MAR300.06.10 Research Manager

MAR300.08.10 Researcher

MAR400.06.10 Marketing Communications Manager / PR Manager

MAR400.08.10 PR Specialist

MAR500 Product / Brand Managers

MAR500.06.10 Product / Brand Manager

MAR500.08.10 Junior Product / Brand Manager

PFD400 Cook

PMD000 Project Management Specialists

PRD000.04.10 Production Director

PRD000.04.20 Technical Director / Chief Engineer

PRD000.05.10 Head of Production Department

PRD200.07.10 Shift Manager

PRD200.08.10 Shift Foreman

PRD300 Process Engineers

PRD300.08.10 Process Engineer

PRD400.06.10 Chief Maintenance Engineer

PRD400 Maintenance Engineers

PRD400.08.10 Maintenance Engineer

PRD500.06.10 Production Manager

PRD500.08.10 Engineer

PRD500.09.10 Line Operator

PRD600 Utilities Foreman

PRD600.07.10 Senior Utilities Engineer

PRD600.08.10 Utilities Foreman

PRD910.10.2 Core Production Workers

PRD910.10.22 Core Production Worker (Qualified)

PRD910.10.23 Core Production Worker (High-qualified Level)

PRD910.10.3 Transport Equipment Fitters

PRD910.10.35 Transport Equipment Fitter (5th level)

PRD910.10.4 Welders

PRD910.10.43 Welder (3rd level)

PRD910.10.5 Electric Fitters

PRD910.10.7 Mechanic, Steel Construction Assembly

PRD920.10.1 Boiler Plant Operators

PRD920.10.13 Boiler Plant Operator (3rd level)

PRD920.10.4 Grinders

QUC100.05.10 Quality Assurance Manager

QUC100.08.10 Quality Assurance Specialist

QUC200.06.10 Head of Laboratory

QUC200 Laboratory Technicians

QUC200.08.10 Senior Laboratory Technician

QUC200.09.10 Laboratory Technician

RSD000.08.10 Laboratory Specialist

SED000 Security Directors

SED000.04.10 Security Director

SED100.05.10 Head of Economic Security Department

SED100.08.10 Analyst of Economic Security

SED200.05.10 Head of Security Department

SED210.08.10 Specialist of Regional Security

SED220.06.10 Security Manager





incumbents



SED220.09.10 Senior Security Guard

SED220.10.10 Security Guard

SLS000 Sales & Marketing Directors

SLS000.04.10 Sales & Marketing Director

SLS000.04.20 Sales Director / Commercial Director

SLS100.05 Sales Managers

SLS100.05.10 Regional Sales Manager

SLS100.06.10 Area / Territory Sales Manager

SLS100.06.20 Supervisor (Sales Representatives Group)

SLS100.07 Sales Representatives

SLS100.07.10 Senior Sales Representative

SLS100.09.10 Junior Sales Representative

SLS100.10.10 Sales Support Specialist / Sales Assistant

SLS200.06.10 Key Account Manager

SLS200.07.10 Key Account Supervisor

SLS200.08.10 Key Account Specialist

SLS400.06.10 Trade Marketing Manager

SLS700.06.10 Sales Manager

SLS700.07.10 Sales Specialist

SLS700.08.10 Sales Analyst

SLS700.09.10 Merchandiser

TLP600.06.10 Head of Transport Network Development Department





incumbents

ADM000.04.10 Administration Director 309 361 444 522 708 483 7













ADM500.10.10 Driver





























FID110 Accountants












Monthly Fixed Pay Tbilisi






incumbents














HRD000 HR Directors














































incumbents






































LSS200.08.10 Buyer















PFD400 Cook







incumbents












































incumbents

ADM000.04.10 Administration Director 409 457 729 897 1,333 799 7






ADM500.10.10 Driver






FID110 Accountants











HSE400.10.10 Nurse



























PRD910.10.4 Welders



Monthly Fixed Pay Georgia Without Tbilisi






incumbents

Monthly Fixed Pay Georgia Without Tbilisi

















incumbents



Monthly Fixed Pay Adjara






incumbents




Monthly Fixed Pay Imereti






incumbents


Monthly Fixed Pay Kakheti






incumbents


Monthly Fixed Pay Shida Kartli



Annual Fixed Pay and Annual Total Pay – Summary


Gross Annual Fixed Pay in USD as of 30 June 2012:Gross Annual Total Pay in USD July 2011 - June 2012:




incumbents

ADM000.04.10 Administration Director 3,064 4,220 5,296 6,565 11,077 6,085 10






























ADM500.10.10 Driver

ADM500.10.10 Driver

















Annual Fixed Pay and Annual Total Pay Georgia

Job titleJob title






incumbents


Job titleJob title









































FID110 Accountants

FID110 Accountants












incumbents


Job titleJob title









































HRD000 HR Directors

HRD000 HR Directors












incumbents


Job titleJob title









































HSE400.10.10 Nurse

HSE400.10.10 Nurse












incumbents


Job titleJob title






















































incumbents


Job titleJob title






















































incumbents


Job titleJob title

























LSS200.08.10 Buyer

LSS200.08.10 Buyer




























incumbents


Job titleJob title







PFD400 Cook

PFD400 Cook














































incumbents


Job titleJob title





PRD910.10.4 Welders

PRD910.10.4 Welders
















































incumbents


Job titleJob title
















































incumbents



























ADM500.10.10 Driver

ADM500.10.10 Driver





















Annual Fixed Pay and Annual Total Pay Tbilisi

Job titleJob title






incumbents


Job titleJob title





































FID110 Accountants

FID110 Accountants
















incumbents


Job titleJob title



































HRD000 HR Directors

HRD000 HR Directors
















incumbents


Job titleJob title






















































incumbents


Job titleJob title






















































incumbents


Job titleJob title















































LSS200.08.10 Buyer

LSS200.08.10 Buyer






incumbents


Job titleJob title





























PFD400 Cook

PFD400 Cook
























incumbents


Job titleJob title






















































incumbents


Job titleJob title


















incumbents













ADM500.10.10 Driver

ADM500.10.10 Driver











FID110 Accountants

FID110 Accountants





















HSE400.10.10 Nurse

HSE400.10.10 Nurse



Annual Fixed Pay and Annual Total Pay Georgia Without Tbilisi

Job titleJob title






incumbents


Job titleJob title






















































incumbents


Job titleJob title



PRD910.10.4 Welders

PRD910.10.4 Welders
































incumbents





Annual Fixed Pay and Annual Total Pay Adjara

Job titleJob title






incumbents







Annual Fixed Pay and Annual Total Pay Imereti

Job titleJob title






incumbents



Annual Fixed Pay and Annual Total Pay Kakheti

Job titleJob title






incumbents



Annual Fixed Pay and Annual Total Pay Shida Kartli

Job titleJob title


Remuneration on particular positions


Number of companies: 7ADM000.04.10

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

% of companies 16.7% 0.0% 33.3% 0.0% 50.0% 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

28.6% 0.0% 14.3% 42.9% 14.3% 0.0% 0.0% 0.0%

3. Annual Fixed Pay and Annual Total Pay distribution [USD gross]

Entry-level salary (Median)

Lower decile



incumbents

Georgia439 255 352 441 547 923 507 10

5,268 3,064 4,220 5,296 6,565 11,077 6,085 10

N/A 3,337 4,448 5,515 6,931 11,180 6,360 10

- 309 361 444 522 708 483 7

- 3,704 4,333 5,325 6,259 8,500 5,793 7

N/A 4,008 4,485 5,325 6,601 8,733 5,978 7

Thirteenth salary 3 - - - 617

Annual performance-related bonus 3 - - - 283

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

Sales incentive bonus - - - - -

Discretionary bonus/reward - - - - -

Other forms - - - - -

3 - - - 9,169

0% of jobholders within position

Target total annual cash compensation (USD)

6. Company CarsCompany car is used by

TOTAL VARIABLE PAY 6 300 346 732 459

TO Upper decile

Average 5. Compensation Structure

Annual Fixed Pay 95.7%

Annual Variable Pay 4.3%

Annual Fixed Pay

Annual Total Pay

4. Annual Variable Pay distribution [USD gross]

Number of incumbents receiving

the bonus

FROM Lower decile

Median

Only those regions meeting the above requirement are included into the report.

Monthly Fixed Pay

Annual Fixed Pay

Annual Total Pay

TbilisiMonthly Fixed Pay

0.0% 90.0% 10.0%

Please, note that information on compensation is published only if data on not less than 3 incumbents have been provided.

10.0% 90.0%

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

Level of professional qualification: Foreign language skills are necessary for this position International experience

% of companies

2. Characteristics of the incumbents

Position title: Administration DirectorCode:

1. Characteristics of the sample

Sales volume [mln USD] <5

Number of employees


Contact Information Zurab Nikvashvili Partner [email protected] Tel: +995 (32) 243 - 9375

Olga Gorbanovskaya Partner [email protected] Tel: +380 (44) 490 – 3022

Olena Boichenko Senior Manager [email protected] Tel: +380 (44) 499 - 2404

Levan Ushveridze Senior [email protected] Tel: +995 (32) 243 - 9375


mailto:[email protected]




Ernst & Young ©

Assurance| Advisory | Tax & Legal | Transactions

About Ernst & YoungErnst & Young is a global leader in assurance, tax, transaction and advisory services. Worldwide, our 152,000 people are united by our shared values and an unwavering commitment to quality. We make a difference by helping our people, our clients and our wider communities achieve potential.

For more information, please visit www.ey.com/georgia.

© 2012 Ernst & Young LLCAll rights reserved.

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Ernst & Young is a global leader in assurance, tax, transaction and advisory services. Worldwide, our 152,000 people are united by our shared values and an unwavering commitment to quality. We make a difference by helping our people, our clients and our wider

m/georgia.

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http://www.ey.co

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