LATEST NEWS


Wynford Group Surveys Expand for 2020!


February 19, 2020

2020 New Features

We are pleased to announce some exciting new features for the 2020 Wynford Surveys!

  • Building on the success established in 2019, a partnership with Morneau Shepell has enabled Wynford Group to capture a significantly larger portion of the market and expand across Canada.
  • Having surpassed 600 participants and solidifying full national coverage going into 2020, the Canadian Salary Surveys are the fastest growing salary surveys in the nation!
  • The Wynford Group now offers over 1250 Comprehensive Benchmarks across 176 job families within the Canadian Salary Surveys
  • The Canadian Salary Survey Questionnaire has now been reduced and simplified while still capturing vital information on employer practices.
  • The survey is now bilingual which now enables organizations to view and participate in surveys in both English and French Language.
2020 Canadian Salary Surveys are coming soon! Click here for the full survey schedule and click here for more information on the surveys.

The Wynford Group offers a complete range of services that can help you build your Total Rewards Program from the ground up. Our services include:
  • Competitive Market for over 600 organizations through our Canadian Salary Surveys
  • Developing competitive total rewards structures
  • Designing short-term incentives such as commission, production bonuses, profit sharing
  • Designing long-term incentives (equity, phantom, or cash-based)
  • Developing Role Profiles to recruit new talent
  • Developing Executive Compensation programs

 

Contact Us: wynford@wynfordgroup.com
1-877-264-5166
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Total Rewards Forecasts and Insights for 2020


January 10, 2019

Summary of 2019 Fall Flash Compensation Update Survey



The results included in this summary are based on over 300 organization's submissions from across Canada between October and December 2019. This summary provides insight into 2020 Salary Projections, Human Capital Management strategies and Benefits Policy currently employed in the workplace.

The Wynford Group encourages you to contact us for more information on how we can work with your organization in addressing its totals rewards and compensation needs.

For more detailed insights and in-depth data, please see our annual Canadian Salary Surveys.


2019 Base Salary Adjustments

Average Regional 2019 Base Salary Increases including 0's (%):

National
2.54
British Columbia
2.62
Quebec
2.59
Ontario
2.56
Alberta
2.48
Atlantic
2.46
Manitoba
2.44
Saskatchewan
2.37
 
2019 Base Salary Largest Increases by Industry including 0's (%):

Software Development
3.30
Advanced Technology
3.06
Agriculture/Cannabis
2.93
Professional Services
2.72
Manufacturing
2.65
IT Services
2.64
Construction
2.64
 
2019 Base Salary Smallest Increases by Industry including 0's (%):

Public Sector
2.00
Healthcare
2.00
EPC/EPCM
2.00
Logistics/Transportation/Distribution
2.24
Financial
2.25
Hospitality
2.32
Telecommunications/Utility
2.33
 
Economic Outlook

Fall vs Fall Economic Outlook
The graph above highlights several aspects of how participants view the 2020 Canadian economy.

  • Due to trade tensions and difficulties in the oil sector throughout the year, the national level of expected growth has dropped slightly since Fall 2018.

  • In Alberta, 9% expect a decline, which could indicate that some participants are reacting to a more volatile economy than in other parts of the country. Expected growth has dropped by 5% since the Fall of 2018 due to recent layoffs and organization shut downs. However, with the oil industry stabilizing and steadily improving, Alberta is expecting the largest GDP growth in Canada in 2020.

  • Quebec is the only province indicating positive growth compared to Fall 2018 with employment rates steadily increasing into 2020 supporting economic growth. Quebec also has a unique financial situation as they are one of the rare provinces able to reduce debt in recent times.

  • British Columbia continues to lead the way in expected economic growth largely due to LNG projects and a booming Tech industry in Vancouver.
Human Capital Practices

Fall vs Fall Human Capital Practices
The table above highlights trends in several industries to paint a broader picture of Canada's overall economy as a whole. Highlights include:

  • Around 60% of the participants from the IT Services sector are reporting an Increase in the Number of Employees going into 2020, which is over 5% higher than any other industry. This industry has picked up steam across the nation in provinces such as British Columbia, Alberta and Quebec. On average, 45% of participants are hiring new employees across the nation which is a positive sign for economic growth.

  • Continuing the trend from 2018, an Increase in use of Incentive Plans is present among Human Capital Practices, particularly in IT Services (50%) and Professional Services (39%)

  • Although most industries are showing an Increase in the Number of Grads, the majority of Energy/Energy Services participants have reported "no change" in this category, with similar limits to Training Budgets. This is consistent with oil prices remaining low as well as the economic turmoil across the globe.

  • The Construction industry continues to invest in labour as organizations are increasing spending on Training Budget and taking on a larger Number of Grads.
Benefits Policy
Retirement Programs In Place Planned Not Planned
Auto Enrolment Provisions 20% 4% 57%
Increase Communications/ Promotion of Existing Tools (e.g. Education and Seminars) 29% 32% 28%
On-line Retirement Planning Tools 36% 9% 41%
Independent Financial Advice to Employees 26% 12% 46%
Retirement To Withdrawal Options (e.g. group life income funds, or payout options) 11% 3% 66%

  • Online Retirement Planning Tools, as observed above, are currently the most common programs in place.

  • Nearly one-third of participants indicated Increasing Communication/ Promotion of Existing retirement program Tools is planned.

  • Other tools to enhance employee's financial well-being include: Wellness Accounts, Saving Plans and Flexible Benefits Plans.

  • As Canada's population continues to age, providing resources to employees in their transition into retirement will grow and more focus will be on employer Retirement Programs.
Need More In-Depth Information?

Wynford's Canadian Salary Surveys are just what you're looking for! Our user friendly cash data reports are broken down by three simple features including: Location, Industry and Revenue/Organization size.

 

The Wynford Group offers a complete range of services that can help you build your Total Rewards Program from the ground up. Our services include:
  • Competitive Market for over 600 organizations through our Canadian Salary Surveys
  • Developing competitive total rewards structures
  • Designing short-term incentives such as commission, production bonuses, profit sharing
  • Designing long-term incentives (equity, phantom, or cash-based)
  • Developing Role Profiles to recruit new talent
  • Developing Executive Compensation programs

 

Contact Us: wynford@wynfordgroup.com
1-877-264-5166
Linkedin Twitter The Wynford Group

Highlights of Wynford Group 2019 CannaBusiness Salary Survey


December 5, 2019


The Wynford Group is pleased to announce the completion of the inaugural CannaBusiness Salary Survey conducted in the summer of 2019. It includes market data from 38 Cannabis organizations and 47 positions across Canada and is part of Wynford's Canadian Salary Surveys with over 600 participants across Canada.

The CannaBusiness Survey is unique in providing competitive market information not only for this industry, but comparator industry data for other related industries including:

  • Retail Sector
  • Production/Operations
  • Logistics/Warehousing/Distribution
  • IT Services
This allows organizations to do direct comparisons to competitor sectors to make more effective recruiting decisions.

The results from the Survey revealed the following:

  • Salary budget increases for 2020 for the CannaBusiness Industry is projected to be around 3%, which is clearly at the upper end of industry budgets in Canada.
  • CannaBusiness companies tend to provide greater use of incentives for all levels of employees. The chart below indicates that eligibility for short term incentives (STI) are common in all job families and may also provide some form of long-term incentives (LTI) for many employees:
Cannabis Incentive Eligibility
  • When compared to other related industry sectors, the CannaBusiness organizations are more likely to provide STIP programs. (see chart below)
Cannabis STIP Comparisons
  • This is not a surprise, as most CannaBusiness operations are start-ups with high initial costs before cash flow becomes stable. The use of variable pay may:
    • Allow fixed costs be to remain at a minimum.
    • Allow employees to align with the goals and success of the company.
    • Support an attraction and retention strategy for critical talent.

  • The chart below indicates that CannaBusiness> companies are using a variety of specific programs to encourage attraction and retention. In particular the signing and retention bonuses indicate a focus on attracting critical skills.
Cannabis Attraction Retention

For more information on the CannaBusiness survey please click HERE.

The Wynford Group offers a complete range of services that can help you build your Total Rewards Program from the ground up. Our services include:
  • Competitive Market for over 700 organizations through our Canadian Salary Surveys
  • Developing competitive total rewards structures
  • Designing short-term incentives such as commission, production bonuses, profit sharing
  • Designing long-term incentives (equity, phantom, or cash-based)
  • Developing Role Profiles to recruit new talent
  • Developing Executive Compensation programs

Please contact us if you would like more information on how to interpret the market information and apply it to your organization.

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Contact Us: wynford@wynfordgroup.com
1-877-264-5166
Linkedin Twitter The Wynford Group