What’s New in 2018
This survey will move to the new Mercer Job Library in 2018. This comprehensive new job catalog provides you with improved job descriptions for more accurate position matches, clearer relationships between jobs, more specializations, and much more. Read the client announcement for details on why we’re making this change and what it means to you or visit the Mercer Job Library FAQs page for more details.
With the move to Mercer Job Library, the 2018 US FSS: Financial Services Suite now contains base pay, incentive, and other organizational data for 464 specializations covering 4,480 positions across 17 job families, allowing you to further enhance your compensation strategy.
New in 2018, the FinTech module of the US FSS: Financial Services Suite will provide key details on 176 specializations and 1,853 positions to help you easily evaluate the technical jobs within your organization to ensure you're keeping up with the market.
Also updated for 2018 is the survey data submission process which will now be done online via an exciting new submission tool called Data Connector. This tool allows you to directly upload your employee data file, aiding in more accurate job matching. Data Connector also validates your data entry in real time, improving information quality and adding extra value to your results data.
Survey results are delivered in Mercer WIN® giving you access to the data through a variety of parameters — including geography, industry, company size and more — to more efficiently organize and analyze the information. Mercer WIN enables you to customize your analysis by job as well as compare job descriptions side-by-side, change pay elements to support the right level of analysis, perform function and career-level analysis, export your data for integration into other systems, and run presentation-quality detail or summary reports. A published PDF of the survey results can also be found here.
Mercer surveys are designed using the most accurate and up-to-date market data practices. Data is collected from HR professionals at participating organizations, never employee self-reported, and then analyzed for validity, thoroughness, and market representation based on the organization's size, structure, geographic region, or a combination of these factors. A minimum number of incumbents, organizations, and distinct organizations are required in order to report each data element. If minimums are not met, the market data is suppressed ensuring you the highest level of data confidentiality.