Hays Canada - 2011 Salary Guide

MEASURES OF WORTH
The 2011 Hays Compensation, Benets, Recruitment and Retention Guide.
WELCOME
CONTENTS
Welcome Employment market overview Salaries Accounting & Finance Construction Property & Facilities Human Resources Information Technology Ofce Support Procurement Mining About us
1 2 12 14 26 38 45 51 56 62 68 73 Economic optimism has continued in 2011 as 57 per cent of employers surveyed feel the economy will continue to strengthen in the next six to 12 months, while only three per cent anticipate a decline. 16 per cent of employers plan on increasing their use of temporary and contract staff this year, and 41 per cent intend to increase permanent headcount. These gures certainly point towards another year of positive economic growth in Canada. Rowan OGrady President Hays Canada
2 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide
2011 Hays Compensation, Benets, Recruitment and Retention Guide | 1
EMPLOYMENT MARKET OVERVIEW 2011 IS STILL A TIME FOR OPTIMISM
2 | 2011 Hays Compensation, Benets, RecruitmentRetention GuideGuide 2 | 2011 Compensation, Benets, Recruitment and and Retention
2011 Compensation, Benets, Recruitment and Retention Guide | 3
CANADIAN COMPANIES ARE HIRING

On average, in your last review, what percentage did you increase salaries?
Total Market
Less than 3% From 3% to 6% From 6% to 10% Greater than 10%
Construction and Property
Information Technology
Human Resources
51 per cent of employers expect staff levels to remain consistent in 2011, while 41 per cent will be actively recruiting.
Accounting and Finance
Ofce Support
Procurement
When you next review, what percentage do you expect to raise salaries by?
Total Market
Over the last 12 months, have permanent staff levels in your department
Total Market
Less than 3% From 3% to 6% From 6% to 10% Greater than 10%
Increased Decreased Remained the same
Human Resources
Human Resources
Ofce Support
Procurement
Ofce Support
Procurement
Over the coming year, do you expect staff levels in your department to
Total Market
Has business activity in the last 12 months
Total Market
Increase Decrease Remain the same
Increased Decreased Remained the same
Human Resources
Human Resources
Ofce Support
Procurement
Ofce Support
Procurement
Do you see the general outlook for the economy in the next 6-12 months as
Total Market
MONEY CANT BUY EMPLOYEE HAPPINESS BUT BENEFITS CAN IMPROVE MORALE
Benets
The 2008-09 recession forced many Canadian companies to cut costs in most areas of business which resulted in employee layoffs, suspended bonuses and the cancellation of many social events across most sectors. Despite these cut backs, Canadian companies left the majority of employee benets largely untouched. In 2009 82.9 per cent of employers reported that they did not have to reduce any benets; a trend which continued in 2010 and into the early months of 2011. When ranking different benets according to importance to recruitment and retention, employers tended to agree. 17.4 per cent of companies have increased benets packages to address recruitment and retention concerns, marking a 4 point increase over the year previous. Across the country 82.5 per cent of employers offered extended health benets to their employees. Market to market, this number uctuates as extended health benets are offered to 72 per cent of employees in Toronto, 91 per cent in Ottawa, 92 per cent in Vancouver and 95 per cent of employees in Calgary. Regardless of location, employers across the country tend to view the same benets as being integral to employee satisfaction and attraction, which include individual performance related bonuses, extended health benets and RRSP matching among the most important benets on offer.
Strengthening Weakening Static
Human Resources
Benets offered to employees

Ranked according to their importance to recruitment and retention.
BENEFITS
Accounting and Finance Ofce Support Procurement
RANKING 1 2 3 4 5 6 7 8 9 10
PROVIDED (%) 82.5 62.6 58.3 56.5 22 66.7 56 32 58.5 42.5
Extended health benefits Individual performance related bonus More than 10 days vacation (new hires) Pension / RRSP contribution matching Financial / Share Incentives Training and Certification support (financial) Flexible work hours Flexible benefits package Time off in Lieu Paid Overtime
SALARIES THE STARTING POINT ON WHICH TO BUILD

The following pages provide a listing of the typical base wages for commonly lled roles for professional and skilled staff in Accounting & Finance, Construction, Property & Facilities, Human Resources, Information Technology, Ofce Support, Procurement and Mining. We generally provide a range for each role. For ranges, the rst gure indicates the minimum and the second the maximum salary level typically paid in each city or region. Where only one gure is reported, it represents the minimum wage for more senior positions that can have a very wide range and no clearly dened upper limit. Salaries are expressed in Canadian dollars (thousands, annual gross) and do not reect any benet packages, stock options, bonuses or any other arrangements between employers and candidates. While every care is taken in the collection and compilation of data, this report is interpretive and indicative, not conclusive. This information should be used as a guideline only.
Accounting & Finance
Public Practice | Small
JOB TITLE Audit Senior Manager Audit Manager Audit Senior Audit Staff Accountant Tax Senior CALGARY TORONTO / GTA MONTRAL OTTAWA VANCOUVER
90 / 110 80 / 100 80 / 90 60 / 65 70 / 80
75 / 90 65 / 80 55 / 70 55 / 65 70 / 85
75 / 90 65 / 80 55 / 70 60 / 65 70 / 80
70 / 80 70 / 75 55 / 70 50 / 55 60 / 70
70 / 80 60 / 70 60 / 70 50 / 55 55 / 65
The list of requirements that employers demand has increased with specic industry, designation and systems experience ranking high on their list. Employers have essentially been seeking a more qualied candidate for the same salary level paid in the previous year.
Market Summary
The Accounting and Finance industry illustrated the direct relationship between economic condence and recruitment trends throughout 2010 and certainly proved to be a year of two halves. The rst six months of 2010 continued to be a difcult time for candidates as there were few positions being available across most industry sectors. In the hardest hit sectors such as manufacturing, employers were able to wait for the perfect candidate while offering salaries which had remained static for some time. Not for Prot (NFP) organisations continued to suffer throughout 2010 as donations which had dried up throughout the recession were yet to return. The second half of 2010 marked a signicant increase in the number of available accounting and nance positions; particularly in the Canadian construction industry which was bolstered by Canadas Economic Action Plan, and historically low interest rates. Credit and collections employees also found themselves in high demand in 2010 as many companies worked to collect debts from vendors and clients. Although the year started off slowly, the recruitment picture in accounting and nance improved signicantly in 2010 as 48 per cent of accounting and nance departments were hiring, and only 18 per cent were making cuts to staff. Compared to 2009 when 50 per cent of companies suffered losses to accounting and nance staff, 2010 proved to be a much more stable environment to be working in. Evidence of an improving picture is further illustrated where 59 per cent of accounting and nance professionals see business in 2011 as increasing. Despite some small dips the improvement has lasted into the rst quarter of 2011 and is expected to continue throughout the year.
Skills In Demand
The job market was a much more positive place in 2010 compared to the year previous as the Construction, Real Estate and Financial Services sectors began recruiting for accounting and nance positions near the end of the year. Given the demand and up-skilling across most sectors, the need for strong accounting professionals increased across
ACCOUNTING & FINANCE

most disciplines in late 2010, particularly at the mid management and director levels. The demand for strong technical accountants will continue as companies settle into the new reporting requirements and as M&A activity continues the need for strong analysts and nancial managers will create demand. Tax has been a real focus over the past year as more companies have sought to bring this function in house. This has caused an increased demand for experienced tax professionals particularly at the manager and director levels. Subsequently this has caused a hiring frenzy across public practice rms due to the loss of personnel that this has caused. Other key areas have included project related skills such as controls and process mapping as companies have looked to make efciency improvements and / or systems upgrades. The real estate sector across Western Canada has also gained momentum over the last six months which has lead to increased demand for personnel. Particularly in Western Canada, international investment has increased and has impacted the need for development and property management accountants as well as candidates with analytical and modeling skill sets. Recently designated accountants can expect more opportunities available to
them as the economy improves and companies seek to replace junior roles eliminated during the recession.

Public Practice | Small
JOB TITLE Audit Senior Manager CALGARY 80 / 95 65 / 80 55 / 65 50 / 55 70 / 80 80 / 90 90 / 100 TORONTO / GTA 85 / 100 70 / 85 55 / 70 50/ 60 70 / 85 90 / 100 100 / 110 MONTRAL 85 / 100 65 / 80 55 / 70 50 / 55 70 / 80 80 / 90 90 / 100 OTTAWA 80 / 95 70 / 80 55 / 70 50 / 55 60 / 70 70 / 85 85 / 100 VANCOUVER 85 / 110 70 / 85 60 / 70 60 / 65 70 / 80 80 / 95 95 / 105
Compensation
As performance in late 2010 continued to improve, employers started pay for performance incentive programs where companies began offering increased incentives in lieu of guaranteed salary increases. Despite salaries in the rest of the country remaining static in 2010, British Columbia and Alberta enjoyed moderate gains due to construction projects in Northern Alberta and mining operations in British Columbia. Continuing on a strong end to 2010, the accounting and nance industry is experiencing an increased demand for skilled staff, which could lead to a signicant skills shortage for both junior and senior roles in 2011. In fact 40 per cent of employers have identied that senior roles will be difcult to ll by Q2 of 2011. 2011 will see demand continue to increase and as such, accounting and nance professionals will see increased incentives on offer. Added incentives and benets will begin replacing the standard three to six per cent salary increase and employees will see incentives such as the ability to work from home, ex hours, paid overtime and added vacation time becoming the norm.
Audit Manager Audit Senior Audit Staff Accountant Tax Senior Tax Manager Tax Senior Manager
Public Practice | Medium

JOB TITLE Audit Senior Manager Audit Manager Audit Senior Audit Staff Accountant Tax Senior Tax Manager Tax Senior Manager CALGARY 90 / 125 75 / 85 65 / 80 55 / 65 75 / 85 90 / 100 90 / 120 TORONTO / GTA 90 / 120 75 / 90 60 / 75 55 / 70 80 / 95 95 / 105 105 / 115 MONTRAL 80 / 100 75 / 90 60 / 75 55 / 65 75 / 85 90 / 100 90 / 115 OTTAWA 90 / 100 75 / 90 60 / 75 55 / 65 65 / 75 75 / 90 90 / 110 VANCOUVER 95 / 140 70 / 95 65 / 75 55 / 65 80 / 95 85 / 100 95 / 140
Public Practice | Big Four

JOB TITLE Audit Senior Manager Audit Manager Audit Senior Audit Staff Accountant Tax Senior Tax Manager Tax Senior Manager CALGARY 100 / 150 85 / 95 60 / 75 55 / 70 80 / 90 90 / 125 90 / 150 TORONTO / GTA 110 / 160+ 80 / 95 65 / 80 60 / 75 90 / 110 100 / 120 115 / 150 MONTRAL 90 / 110 80 / 95 65 / 80 60 / 75 80 / 90 90 / 115 110 / 140 OTTAWA 90 / 110 75 / 90 65 / 75 60 / 70 75 / 85 85 / 110 110 / 135 VANCOUVER 110 / 180 75 / 100 65 / 80 60 / 75 85 / 95 90 / 115 110 / 180
PRIVATE ENTERPRISE
Private Enterprise | Revenues up to $100 million
JOB TITLE Assistant Controller / Accounts Manager Audit Manager Chief Financial Officer Controller Director of Finance Director of Tax Financial Analyst Internal Auditor Manager, Financial Planning/Analysis Manager, Financial Reporting Senior Accountant Senior Financial Analyst Tax Analyst Tax Manager Treasurer Treasury Manager Vice President, Finance CALGARY 65 / 75 60 / 75 90 / 110 80 / 95 85 / 100 85 / 95 50 / 65 50 / 65 95 / 105 TORONTO / GTA 65 / 75 65 / 75 110 / 145 80 / 95 85 / 100 95 / 105 50 / 65 50 / 65 90 / 110 MONTRAL 65 / 75 65 / 75 110 / 140 75 / 85 80 / 95 85 / 95 50 / 65 50 / 65 90 / 110 OTTAWA 55 / 70 60 / 75 90 / 115 70 / 80 75 / 95 85 / 95 55 / 65 50 / 65 80 / 100 VANCOUVER 70 / 80 60 / 75 110 / 140 80 / 95 85 / 100 90 / 110 65 / 75 50 / 65 90 / 110

Private Enterprise | Revenues from $100 to $250 million
JOB TITLE Assistant Controller / Accounts Manager Audit Manager Chief Financial Officer Controller Director of Finance Director of Tax Financial Analyst Internal Auditor Manager, Financial Planning/Analysis Manager, Financial Reporting Senior Accountant Senior Financial Analyst Tax Analyst Tax Manager Treasurer Treasury Manager Vice President, Finance CALGARY 75 / 85 70 / 90 130 / 170 90 / 110 95 / 115 95 / 125 65 / 75 65 / 70 100 / 115 TORONTO / GTA 75 / 95 75 / 85 135 / 175 90 / 110 95 / 115 95 / 125 70 / 85 65 / 70 100 / 120 MONTRAL 75 / 85 75 / 85 130 / 170 90 / 100 95 / 110 95 / 125 70 / 85 65 / 70 100 / 120 OTTAWA 70 / 80 70 / 90 130 / 170 75 / 95 90 / 110 95 / 125 60 / 85 65 / 75 95 / 105 VANCOUVER 80 / 90 75 / 85 135 / 175 90 / 110 90 / 115 100 / 125 70 / 85 65 / 75 100 / 120
75 / 90 50 / 70 75 / 85 70 / 80 70 / 85 75 / 85 90 / 100 90 / 110
75 / 90 60 / 70 75 / 85 70 / 85 70 / 85 70 / 85 90 / 100 90 / 110
80 / 90 50 / 70 75 / 85 70 / 80 70 / 85 75 / 85 90 / 100 90 / 110
70 / 85 48 / 60 55 / 70 65 / 75 70 / 85 70 / 85 90 / 100 90 / 100
80 / 90 50 / 70 75 / 85 70 / 80 80 / 95 75 / 85 90 / 100 90 / 110
90 / 110 65 / 75 70 / 80 75 / 90 90 / 100 80 / 90 100 / 120 100 / 135
90 / 110 70 / 80 75 / 90 75 / 90 90 / 110 85 / 90 100 / 120 100 / 135
85 / 95 65 / 80 75 / 90 80 / 90 90 / 100 80 / 90 100 / 120 100 / 135
75 / 95 55 / 65 60 / 75 75 / 90 85 / 100 80 / 90 100 / 120 95 / 135
95 / 105 65 / 80 75 / 90 70 / 90 90 / 110 85 / 95 100 / 125 100 / 140
PUBLICLY TRADED
Private Enterprise | Revenues of $250 million and higher
JOB TITLE Assistant Controller / Accounts Manager Audit Manager Chief Financial Officer Controller Director of Finance Director of Tax Financial Analyst Internal Auditor Manager, Financial Planning/Analysis Manager, Financial Reporting Senior Accountant Senior Financial Analyst Tax Analyst Tax Manager Treasurer Treasury Manager Vice President, Finance CALGARY 80 / 90 80 / 100 135 / 150 90 / 110 100 / 120 110 / 130 65 / 80 70 / 75 95 / 115 95/110 65 / 85 70 / 85 65 / 80 75 / 85 75 / 90 80 / 90 120 / 140 TORONTO / GTA 85 / 95 85 / 100 150 / 200 95 / 120 110 / 135 125 / 150 65 / 80 70 / 75 95 / 120 110 / 125 65 / 80 75 / 90 75 / 90 85 / 100 80 / 95 105 / 130 135 / 175 MONTRAL 80 / 90 85 / 100 150 / 175 95 / 115 100 / 130 125 / 135 60 /75 70 / 75 90 / 115 90 / 115 60 / 80 70 / 85 75 / 90 85 / 100 75 / 90 100 / 130 120 / 140 OTTAWA 75 / 90 75 / 85 120 / 175 85 / 110 95 / 120 115 / 130 60 / 75 70 / 80 85 / 110 85 / 100 60 / 75 70 / 85 70 / 90 80 / 95 70 / 80 80 / 110 110 / 130 VANCOUVER 80 / 95 85 / 100 150 / 220 110 / 130 110 / 135 105 / 150 75 / 85 70 / 85 95 / 120 85 / 110 70 / 80 75 / 90 75 / 90 85 / 100 90 / 110 115 / 135 130 / 180

Publicly Traded | Revenues up to $500 million
JOB TITLE Assistant Controller / Accounts Manager Audit Manager Chief Financial Officer Controller Director of Finance Director of Tax Financial Analyst Internal Auditor Manager, Financial Planning/Analysis Manager, Financial Reporting Senior Accountant Senior Financial Analyst Tax Analyst Tax Manager Treasurer Treasury Manager Vice President, Finance CALGARY 80 / 100 80 / 100 175 / 180 90 / 115 100 / 125 100 / 125 70 / 85 75 / 85 100 / 110 110 / 120 70 / 75 80 / 90 70 / 75 80 / 90 70 / 80 90 / 120 110 / 140 TORONTO / GTA 85 / 100 90 / 105 200 / 300 110 / 140 110 / 140 125 / 155 75 / 85 75 / 85 90 / 130 90 / 120 70 / 90 85 / 95 80 / 95 90 / 110 80 / 100 110/140 170 / 220 MONTRAL 80 / 100 90 / 105 150 / 175 90 / 115 110 / 145 120 / 150 70 / 85 75 / 85 90 / 130 90 / 125 70 / 75 75 / 90 70 / 75 75 / 95 75 / 90 100 / 120 120 / 150 OTTAWA 80 / 95 80 / 95 130 / 170 85 / 120 90 / 125 90 / 125 70 / 85 75 / 85 75 / 90 80 / 100 65 / 80 75 / 90 75 / 90 75 / 95 75 / 90 90 / 115 110 / 140 VANCOUVER 85 / 100 90 / 105 200 / 300 110 / 140 110 / 140 125 / 155 80 / 90 75 / 85 90 / 120 90 / 120 70 / 80 80 / 95 80 / 95 85 / 105 95 / 120 105 / 140 170 / 220
SUPPORT STAFF
Publicly Traded | Revenues of $500 million and higher
JOB TITLE Assistant Controller / Accounts Manager Audit Manager Chief Financial Officer Controller Director of Finance Director of Tax Financial Analyst Internal Auditor Manager, Financial Planning/Analysis Manager, Financial Reporting Senior Accountant Senior Financial Analyst Tax Analyst Tax Manager Treasurer Treasury Manager Vice President, Finance CALGARY 90 / 110 75 / 95 150+ 125 / 135 110 / 160 125 / 150 75 / 90 85 / 100 90 / 120 90 / 120 75 / 85 85 / 95 75 / 85 95 / 115 75 / 95 90 / 125 125 / 160 TORONTO / GTA 90 / 120 95 / 115 300+ 120 / 160 140 / 200 130 / 180 75 / 90 75 / 90 100 / 130 100 / 130 75 / 90 80 / 105 80 / 100 95 / 120 90 / 110 110 / 145 180 / 250 MONTRAL 90 / 110 75 / 95 150+ 90 / 120 110 / 160 130 / 180 75 / 95 75 / 90 90 / 120 110 / 130 75 / 85 75 / 100 75 / 85 95 / 115 75 / 95 90 / 125 125 / 160 OTTAWA 80 / 100 75 / 95 170+ 90 / 115 110 / 150 90 / 125 70 / 80 85 / 100 90 / 120 90 / 120 65 / 80 70 / 95 70 / 90 80 / 100 80 / 115 100 / 125 125 / 160 VANCOUVER 90 / 120 95 / 115 300+ 120 / 160 140 / 200 130 / 180 80 / 95 75 / 90 100 / 130 Bookkeeper 100 / 130 75 / 85 80 / 105 80 / 100 95 / 120 100 / 125 110 / 145 180 / 250 Cost Accountant Credit & Collections Clerk Credit & Collections Manager Credit & Collections Supervisor Financial Analyst General Accounting Clerk Intermediate Accountant Junior Accountant Payroll Clerk Payroll Manager Property Accountant Reconciliations Specialist Senior Accountant Senior Property Accountant Treasury 30 / 37 40 / 45 30 / 32 50 / 53 40 / 45 40 / 45 32 / 35 40 / 43 30 / 35 35 / 40 50 / 55 38 / 45 35 / 40 50 / 58 40 / 45 40 / 45 35 / 45 40 / 45 33 / 38 55 / 65 45 / 55 50 / 55 32 / 35 40 / 45 30 / 35 35 / 40 50 / 55 38 / 45 37 / 42 50 / 55 45 / 50 40 / 45 30 / 35 30 / 40 30 / 35 50 / 60 45 / 50 40 / 45 30 / 35 40 / 45 30 / 35 30 / 35 50 / 60 38 / 45 35 / 40 50 / 60 50 / 55 30 / 40 28 / 35 30 / 35 33 / 38 45 / 55 40 / 45 35 / 45 30/35 30 / 38 30 / 35 38 / 38 45 / 53 40 / 45 35 / 40 50 / 55 48 / 55 40 / 48 30 / 35 40 / 45 30 / 35 50 / 55 40 / 45 40 / 45 32 / 35 39 / 42 30 / 35 35 / 40 50 / 55 40 / 45 38 / 42 50 / 60 40 / 45 40 / 45 Accounts Receivable Clerk Accounts Receivable Manager Billings 30 / 35 40 / 45 40 / 45 30 / 35 55 / 65 30 / 35 30 / 40 50 / 60 30 / 40 28 / 35 40 / 45 30 / 40 30 / 35 50 / 53 35 / 38 Accounts Payable Manager Accounts Payable Supervisor 50 / 55 40 / 48 55 / 60 40 / 48 50 / 60 45 / 50 45 / 55 38 / 45 45 / 48 40 / 45

Support Staff | Experience up to 2 years in the industry
JOB TITLE Accountant Accounts Payable Clerk CALGARY 32 / 40 30 / 35 TORONTO / GTA 32 / 40 30 / 35 MONTRAL 30 / 40 30 / 40 OTTAWA 32 / 40 28 / 35 VANCOUVER 33 / 38 30 / 35

Support Staff | Experience of between 2 and 5 years in the industry
JOB TITLE Accountant Accounts Payable Clerk Accounts Payable Manager Accounts Payable Supervisor Accounts Receivable Clerk Accounts Receivable Manager Billings Bookkeeper Cost Accountant Credit & Collections Clerk Credit & Collections Manager Credit & Collections Supervisor Financial Analyst General Accounting Clerk Intermediate Accountant Junior Accountant Payroll Clerk Payroll Manager Property Accountant Reconciliations Specialist Senior Accountant Senior Property Accountant Treasury CALGARY 37 / 45 32 / 37 55 / 60 45 / 52 32 / 37 45 / 55 35 / 45 33 / 40 42 / 47 32 / 37 52 / 58 42 / 50 45 / 55 33 / 37 43 / 47 32 / 37 35 / 42 50 / 60 40 / 45 40 / 45 52 / 60 45 / 50 45 / 55 TORONTO / GTA 37 / 45 32 / 37 60 / 65 45 / 52 32 / 37 65 / 75 35 / 45 40 / 50 45 / 50 38 / 42 65 / 80 55 / 60 45 / 55 33 / 37 43 / 47 32 / 37 35 / 42 55 / 65 45 / 52 42 / 48 55 / 60 50 / 60 45 / 55 MONTRAL 35 / 45 30 / 40 55 / 65 45 / 55 30 / 40 53 / 63 40 / 45 40 / 45 35 / 45 30 / 40 60 / 70 55 / 60 40 / 50 30 / 40 40 / 45 30 / 40 30 / 40 50 / 60 45 / 52 42 / 48 55 / 60 50 / 60 40 / 50 OTTAWA 35 / 45 35 / 40 50 / 60 42 / 48 35 / 40 45 / 55 35 / 45 33 / 40 35 / 45 35 / 40 50 / 60 40 / 50 40 / 50 30 / 35 40 / 45 30 / 40 30 / 40 55 / 60 40 / 45 40 / 45 55 / 60 50 / 65 48 / 55 VANCOUVER 38 / 45 35 / 42 60 / 65 45 / 50 35 / 42 53 / 58 38 / 45 35 / 38 43 / 50 35 / 40 60 / 80 55 / 60 45 / 55 33 / 37 42 / 48 33 / 38 40 / 50 50 / 75 45 / 50 40 / 45 50 / 58 45 / 55 40 / 55

Support Staff | Experience of more than 5 years in the industry
JOB TITLE Accountant Accounts Payable Clerk Accounts Payable Manager Accounts Payable Supervisor Accounts Receivable Clerk Accounts Receivable Manager Billings Bookkeeper Cost Accountant Credit & Collections Clerk Credit & Collections Manager Credit & Collections Supervisor Financial Analyst General Accounting Clerk Intermediate Accountant Junior Accountant Payroll Clerk Payroll Manager Property Accountant Reconciliations Specialist Senior Accountant Senior Property Accountant Treasury CALGARY 45 / 55 38 / 45 60 / 70 50 / 57 38 / 45 50 / 60 47 / 57 40 / 45 50 / 60 38 / 45 58 / 70 48 / 55 50 / 65 38 / 42 47 / 52 37 / 42 42 / 55 60 / 80 45 / 50 45 / 55 58+ 55 / 65 55 / 65 TORONTO / GTA 45 / 55 38 / 45 60 / 80 50 / 60 38 / 48 70 / 80 45 / 50 50 / 60 50 / 60 42 / 50 70 / 90 60 / 65 50 / 65 35 / 45 47 / 55 37 / 42 42 / 55 65 / 85 52 / 65 48 / 55 60 / 70 60 / 70 55 / 65 MONTRAL 40 / 50 40 / 45 60 / 70 50 / 60 40 / 45 55 / 65 40 / 50 40 / 45 50 / 60 42 / 50 65 / 75 60 / 65 55 / 65 40 / 45 47 / 52 40 / 45 40 / 45 60 / 75 50 / 60 40 / 50 65 / 75 60 / 70 40 / 45 OTTAWA 45 / 55 38 / 45 50 / 65 45 / 60 38 / 48 45 / 65 40 / 45 35 / 45 40 / 50 50 / 75 35 / 45 48 / 55 40 / 55 40 / 45 45 / 55 35 / 45 38 / 45 45 / 50 50 / 60 50 / 75 38 / 45 55 / 70 50 / 75 VANCOUVER 45 / 53 42 / 48 55 / 65 50 / 55 42 / 48 58 / 65 45 / 53 38 / 43 50 / 65 40 / 45 70 / 85 60 / 65 55 / 75 38 / 42 47 / 55 38 / 42 50 / 60 65 / 90 50 / 60 45 / 55 58 / 65 55 / 65 65+
CONSTRUCTION
Not only were more companies looking to hire in 2010, but jobseekers became condent in looking for other opportunities and leaving the safety net of having a joba trend which looks set to continue in 2011.
Market Summary
The Canadian construction market leveled off somewhat in 2010, following 24 months of exceptional performance which was bolstered by the Canadian Economic Action Plan, low interest rates, the Vancouver Olympics and Feed in Tariff (FIT) policies supporting renewable energy projects. In late 2010 the industry began to correct itself and is now performing at a slower rate, while still experiencing organic growth. With several identied areas of growth including P3, DBFM, ICI, FIT and high rise residential construction, 52.7 per cent of employers expect the economy to improve in 2011 and 43.5 per cent plan on hiring in 2011. Compared to 2010 construction of low rise residential homes in Canada has stuttered in early 2011 due to increased interest rates and tightening credit conditions. It is also believed that the number of 2010 housing starts was unusually high as the market was rebounding from the rst two years of the recession.
Areas in Demand
Despite a correction in the construction industry, the need for qualied candidates will continue with especially high demand for candidates with High Rise Residential and water treatment experience. The construction industry in Quebec has been enjoying a dramatic increase in high rise mixed-use development in Montreals downtown core. While this is a reason for optimism and a marked shift from the last decade, nding bilingual candidates who possess recent experience is posing a signicant challenge. With several identied areas of growth the Canadian construction industry will continue to create opportunities for all levels of staff ranging from VP to site based employees. In 2011 96 per cent of available positions will be for permanent roles while only 3.3 per cent will demand contract employees. There will continue to be limited opportunities for part time employment as 80 per cent of positions will require employees working full time hours.
It remains to be seen whether part time work will increase in the coming years as employers may be forced to offer more exible working hours in order to entice baby boomers to remain in the workforce.
Compensation
Compensation declined in 2010 with salaries falling by as much as 10 per cent in some areas. This decline was due to the market correcting itself following the inated salaries previously on offer. As the market slowed to a more reasonable pace in 2010 employers were offering lower salaries than were previously on offer. Of the employees who did see a raise in 2010 60 per cent received less than a three per cent increase and 38 per cent received from three to six per cent. Benets remained largely intact in 2010 and remain consistent throughout the industry. The construction industry offered higher than average nancial benets as 78 per cent of employers offered individual performance based bonuses in 2010; a 15.4 point increase on the average across all industries. Only 76 per cent of construction industry employers offered extended
health benets in 2010 compared to an 82.5 per cent average across all industries. During the recession and into early 2010, many employees were taking on additional workloads as employers were reluctant to add to their headcount. The continued condence and industry performance in 2011 will see 43.5 per cent of employers adding to staff levels this year reducing the burden on existing employees. While operating at a slower pace, the Canadian construction industry will be a better industry in which to work in 2011 as employees will see an improved work environment as they receive employment stability and a better work life balance.
Construction
General Construction | Up to 5 years in the industry
JOB TITLE Project Manager Vice President Construction Project Coordinator Chief Estimator Estimator Superintendent Assistant Superintendent / Foreman CALGARY 70 / 100 100 / 110 45 / 70 90 / 110 45 / 80 75 / 100 50 / 70 TORONTO / GTA 65 / 80 100 / 110 40 / 50 90 / 110 45 / 75 75 / 90 50 / 70 MONTRAL 65 / 80 90 / 110 40 / 50 70 / 90 60 / 75 55 / 75 50 / 70 OTTAWA 65 / 75 90 / 100 45 / 55 75 / 90 65 / 75 60 / 75 55 / 65 VANCOUVER 75 / 90 120 / 150 35 / 70 90 / 110 45 / 85 75 / 90 55 / 70
General Construction | Between 5 to 10 years in the industry

General Construction | More than 10 years in the industry

Construction
Road Building & Heavy Construction | Up to 5 years in the industry
Construction
Mechanical & Electrical Contracting | Up to 5 years in the industry
Road Building & Heavy Construction | Between 5 to 10 years in the industry

Mechanical & Electrical Contracting | Between 5 to 10 years in the industry

Road Building & Heavy Construction | More than 10 years in the industry
Mechanical & Electrical Contracting | More than 10 years in the industry

JOB TITLE Project Manager Vice President Construction Project Coordinator Chief Estimator Estimator Superintendent Assistant Superintendent / Foreman CALGARY 90 / 110 100 / 150 55 / 70 90 / 120 60 / 85 90 / 110 80 / 90 TORONTO / GTA 80 / 120 90 / 140 60 / 90 90 / 130 70 / 90 70 / 110 60 / 90 MONTRAL 105+ 105+ 75 / 85 85 / 105 85 / 105 85 / 105 85 / 105 OTTAWA 85 / 120 120 / 150 65 / 70 90 / 120 90 / 110 90 / 110 80 / 95 VANCOUVER 90 / 120 120 / 180 65 / 75 110 / 160 80 / 120 90 / 120 70 / 110
Architecture
Architecture & Interior Design | Up to 5 years in the industry
JOB TITLE Architects Technologists CAD Technician Job Captains Project Manager Interior Designer CALGARY 40 / 60 30 / 40 30 / 40 40 / 45 70 / 75 25 / 45 TORONTO / GTA 50 / 75 38 / 45 55 / 65 40 / 45 70 / 75 45 / 50 MONTRAL 70 / 75 40 / 45 35 / 45 60 / 65 70 / 75 45 / 50 OTTAWA 70 / 75 40 / 45 40 / 45 60 / 65 65 / 75 45 / 50 VANCOUVER 40 / 60 30 / 40 30 / 40 60 / 65 70 / 75 25 / 45
Consulting Engineering
Mechanical Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Mechanical Project Engineer Mechanical Project Manager Mechanical Engineer Mechanical Designer CALGARY 100 / 120 90 / 110 80 / 100 60 / 65 55 / 65 65 / 75 55 / 65 55 / 65 45 / 50 TORONTO / GTA 100 / 120 90 / 110 80 / 100 60 / 75 60 / 75 50 / 60 45 / 60 45 / 60 40 / 50 MONTRAL 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 OTTAWA 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 VANCOUVER 100 / 110 90 / 100 85 / 95 60 / 65 55 / 65 65 / 75 55 / 65 55 / 65 45 / 50
Architecture & Interior Design | Between 5 to 10 years in the industry

JOB TITLE Architects Technologists CAD Technician Job Captains Project Manager Interior Designer CALGARY 60 / 80 40 / 60 40 / 50 50 / 70 50 / 70 45 / 65 TORONTO / GTA 70 / 90 40 / 60 65 / 70 45 / 55 75 / 85 50 / 65 MONTRAL 75 / 85 45 / 55 45 / 50 65 / 70 75 / 85 50 / 65 OTTAWA 75 / 85 45 / 50 45 / 50 65 / 70 75 / 85 50 / 65 VANCOUVER 60 / 80 40 / 60 40 / 50
Mechanical CAD Designer Mechanical CAD Drafter
Mechanical Engineering | Between 5 to 10 years in the industry

JOB TITLE Principal Partner CALGARY 110+ 100 / 120 90 / 110 65 / 95 65 / 85 75 / 95 65 / 75 65 / 75 50 / 60 TORONTO / GTA 110+ 100 / 120 90 / 110 65 / 85 65 / 85 55 / 75 55 / 65 55 / 65 45 / 60 MONTRAL 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 OTTAWA 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 VANCOUVER 110 / 120 100 / 110 95 / 100 65 / 95 65 / 85 75 / 95 65 / 75 65 / 75 50 / 60
50 / 70 50 / 70 45 / 65
Associate Partner Associate Mechanical Project Engineer Mechanical Project Manager
Architecture & Interior Design | More than 10 years in the industry

JOB TITLE Architects Technologists CAD Technician Job Captains Project Manager Interior Designer CALGARY 80 / 100 60 / 80 50 / 70 70 / 90 70 / 90 65 / 85 TORONTO / GTA 90 / 120 50 / 65 70 / 75 55 / 80 85 / 140 65 / 100 MONTRAL 85 / 140 55 / 60 50 / 55 70 / 75 85 / 140 65 / 100 OTTAWA 90 / 125 50 / 60 50 / 55 70 / 75 85 / 100 65 / 100 VANCOUVER 80 / 100 60 / 80 50 / 70 70 / 90 70 / 90 65 / 85
Mechanical Engineer Mechanical Designer Mechanical CAD Designer Mechanical CAD Drafter
Mechanical Engineering | More than 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Mechanical Project Engineer Mechanical Project Manager Mechanical Engineer Mechanical Designer Mechanical CAD Designer Mechanical CAD Drafter CALGARY 120+ 120+ 100+ 95 / 115 85 / 100 95 / 115 75 / 85 75 / 85 60 / 65 TORONTO / GTA 120+ 120+ 100+ 80 / 110 80 / 110 60 / 85 60 / 70 60 / 70 50 / 65 MONTRAL 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 OTTAWA 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 VANCOUVER 120+ 110+ 100+ 95 / 115 85 / 100 95 / 115 75 / 85 75 / 85 60 / 65
Electrical Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Electrical Project Engineer Electrical Project Manager Electrical Engineer Electrical Designer Electrical CAD Designer Mechanical CAD Drafter CALGARY 100 / 110 90 / 100 85 / 95 70 / 80 60 / 70 65 / 75 55 / 65 50 / 60 45 / 50 TORONTO / GTA 100 / 120 90 / 110 80 / 100 60 / 75 60 / 75 50 / 60 45 / 60 45 / 60 40 / 50 MONTRAL 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 OTTAWA 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 VANCOUVER 100 / 110 90 / 100 85 / 95 70 / 80 60 / 70 65 / 75 55 / 65 50 / 60 45 / 50
Civil Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Civil Project Engineer Civil Project Manager Civil Engineer Civil Project Mechanical Designer Civil CAD Designer Civil CAD Drafter CALGARY 100 / 110 90 / 100 85 / 95 40 / 60 55 / 65 40 / 60 35 / 55 35 / 50 30 / 45 TORONTO / GTA 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 MONTRAL 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 OTTAWA 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 VANCOUVER 100 / 110 90 / 100 85 / 95 40 / 60 55 / 65 40 / 60 35 / 55 35 / 50 30 / 45
Electrical Engineering | Between 5 to 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Electrical Project Engineer Electrical Project Manager Electrical Engineer Electrical Designer Electrical CAD Designer Mechanical CAD Drafter CALGARY 110 / 120 100 / 110 95 / 100 80 / 90 70 / 90 75 / 100 65 / 85 60 / 75 50 / 60 TORONTO / GTA 110+ 100 / 120 90 / 110 65 / 85 65 / 85 55 / 75 55 / 65 55 / 65 45 / 60 MONTRAL 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 OTTAWA 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 VANCOUVER 110 / 120 100 / 110 95 / 100 80 / 90 70 / 90 75 / 100 65 / 85 60 / 75 50 / 60
Civil Engineering | Between 5 to 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Civil Project Engineer Civil Project Manager Civil Engineer Civil Project Mechanical Designer Civil CAD Designer Civil CAD Drafter CALGARY 110 / 120 100 / 110 95 / 100 60 / 90 65 / 95 60 / 90 55 / 70 50 / 70 45 / 65 TORONTO / GTA 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 MONTRAL 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 OTTAWA 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 VANCOUVER 110 / 120 100 / 110 95 / 100 60 / 90 65 / 95 60 / 90 55 / 70 50 / 70 45 / 65
Civil Engineering | More than 10 years in the industry Electrical Engineering | More than 10 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Electrical Project Engineer Electrical Project Manager Electrical Engineer Electrical Designer Electrical CAD Designer Mechanical CAD Drafter CALGARY 120+ 110+ 100+ 90 / 100 90+ 100+ 85+ 75+ 60 / 65 TORONTO / GTA 120+ 120+ 100+ 80 / 110 80 / 110 60 / 85 60 / 70 60 / 70 50 / 65 MONTRAL 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 OTTAWA 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 VANCOUVER 120+ 110+ 100+ 90 / 100 90+ 100+ 85+ 75+ 60 / 65 JOB TITLE Principal Partner Associate Partner Associate Civil Project Engineer Civil Project Manager Mechanical Engineer Civil Project Mechanical Designer Civil CAD Designer Civil CAD Drafter CALGARY 130+ 110 / 130 100 / 120 90 / 120 100+ 90 / 120 70 / 90 70 / 80 65 / 75 TORONTO / GTA 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 MONTRAL 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 OTTAWA 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 VANCOUVER 130+ 110 / 130 100 / 120 90 / 120 100+ 90 / 120 70 / 90 70 / 80 65 / 75
Structural Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Structural Project Engineer Structural Project Manager Structural Engineer Structural Project Mechanical Designer Structural CAD Designer Structural CAD Drafter CALGARY 100 / 110 90 / 100 85 / 95 55 / 70 55 / 65 40 / 60 35 / 55 35 / 50 30 / 45 TORONTO / GTA 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 MONTRAL 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 OTTAWA 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 VANCOUVER 100 / 110 90 / 100 85 / 95 55 / 70 55 / 65 40 / 60 35 / 55 35 / 50 30 / 45
Environmental Engineering | Up to 5 years in the industry
JOB TITLE Principal Partner Associate Partner Associate Environmental Project Engineer Environmental Project Manager Environmental Engineer Environmental Project Mechanical Designer Environmental CAD Designer Environmental CAD Drafter CALGARY 100 / 110 90 / 100 85 / 95 40 / 60 55 / 65 40 / 60 35 / 55 35 / 50 30 / 45 TORONTO / GTA 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 MONTRAL 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 OTTAWA 100 / 110 90 / 100 85 / 95 70 / 80 70 / 80 50 / 60 50 / 60 40 / 50 40 / 50 VANCOUVER 100 / 110 90 / 100 85 / 95 40 / 60 55 / 65 40 / 60 35 / 55 35 / 50 30 / 45
Structural Engineering | Between 5 to 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Structural Project Engineer Structural Project Manager Structural Engineer Structural Project Mechanical Designer Structural CAD Designer Structural CAD Drafter CALGARY 110 / 120 100 / 110 95 / 100 60 / 90 65 / 95 60 / 90 55 / 70 50 / 70 45 / 65 TORONTO / GTA 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 MONTRAL 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 OTTAWA 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 VANCOUVER 110 / 120 100 / 110 95 / 100 60 / 90 65 / 95 60 / 90 55 / 70 50 / 70 45 / 65
Environmental Engineering | Between 5 to 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Environmental Project Engineer Environmental Project Manager Environmental Engineer Environmental Project Mechanical Designer Environmental CAD Designer Environmental CAD Drafter CALGARY 110 / 120 100 / 110 95 / 100 60 / 90 65 / 95 60 / 90 55 / 70 50 / 70 45 / 65 TORONTO / GTA 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 MONTRAL 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 OTTAWA 110 / 120 100 / 110 95 / 100 80 / 90 80 / 90 60 / 80 60 / 80 50 / 60 50 / 60 VANCOUVER 110 / 120 100 / 110 95 / 100 60 / 90 65 / 95 60 / 90 55 / 70 50 / 70 45 / 65
Structural Engineering | More than 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Structural Project Engineer Structural Project Manager Structural Engineer Structural Project Mechanical Designer Structural CAD Designer Structural CAD Drafter CALGARY 120+ 110+ 100+ 90 / 120 100+ 90 / 120 70 / 90 70 / 80 65 / 75 TORONTO / GTA 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 MONTRAL 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 OTTAWA 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 VANCOUVER 130+ 110 / 130 100 / 120 90 / 120 100+ 90 / 120 70 / 90 70 / 80 65 / 75
Environmental Engineering | More than 10 years in the industry

JOB TITLE Principal Partner Associate Partner Associate Environmental Project Engineer Environmental Project Manager Environmental Engineer Environmental Project Mechanical Designer Environmental CAD Designer Environmental CAD Drafter CALGARY 130+ 110 / 130 100 / 120 90 / 120 100+ 90 / 120 70 / 90 70 / 80 65 / 75 TORONTO / GTA 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 MONTRAL 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 OTTAWA 120+ 110+ 100+ 90 / 100 90 / 100 80 / 90 80 / 90 60 / 70 60 / 70 VANCOUVER 130+ 110 / 130 100 / 120 90 / 120 100+ 90 / 120 70 / 90 70 / 80 65 / 75
In Q1 of 2011 over 36 per cent of employers were hiring and over 64 per cent observed that business activity in the last 12 months has signicantly increased.
Market Summary
Throughout the 2008-09 recession the Property and Facilities sector witnessed dramatic spending cuts, capital projects being shelved, disposition of assets, roles being eliminated and departments being restructured. As the Canadian economy started to recover in 2010 businesses started getting projects back on track, acquiring land and new properties, and had to expand their teams to support this growth. Not only were more companies looking to hire in 2010 but jobseekers became condent in looking for other opportunities and leaving the safety net of having a job. In Q1 of 2010 only 11.8 per cent of companies were planning to hire, however due to an increase in the number of assets under management, acquisitions of land or properties, joint ventures, succession planning, special projects and in preparation for current employees retiring, employers were forced to rapidly increase their recruiting efforts. In Q1 of 2011 36.3 per cent of employers were hiring, of which, 64.1 per cent observed that business activity in the last 12 months has signicantly increased. 74 per cent anticipate permanent stafng levels to further increase in 2011, while 7.5 per cent expect contract / temporary workers to increase mainly in exceptional circumstances or for special projects.
Skills in Demand
Between the latter part of 2008 and into early 2010, positions such as Directors of Property Management, VP Asset Management, Operation Managers, General Managers and Senior Property Managers were in very short supply. By late 2010 there was an increase in the movement of staff and an increase in project development and as such, roles for these positions started becoming available. In 2011 there will be an increase in areas such as Acquisitions and Development & Leasing. These departments had suffered extensive cutbacks as they were streamlined during the recession and their re-emergence is indicative of industry condence. Another area of recruitment growth will be for professionals who drive new development such as architects, engineers and construction professionals who get projects off the ground. These are often the areas that are rst to suffer losses in tough economic times; but also rst to recover. While a surplus of candidates will remain in 2011, experienced, capable and condent Lease Administrators and Commercial Property Administrators will be very difcult to nd. Five plus years of enclosed mall property management experience will be rare as many organisations are expanding their retail portfolios and so
PROPERTY & FACILITIES
Property
Property Management | Up to 5 years in the industry
JOB TITLE VP, Property, Operations, Asset Management CALGARY 110 / 135 TORONTO / GTA 120 / 139 MONTRAL 110 / 130 OTTAWA <100 VANCOUVER 90 / 120
competition will be strong. As the market improves there is also renewed demand for technical staff and building operators. Individuals who are LEED certied or have experience in environmental matters, green initiatives and an understanding of how social, environmental, economic and ethical factors directly affect business strategy and success will remain in demand. An area of note is that despite high competition for qualied personnel, 54.4 per cent of employers would not consider employing or sponsoring a qualied overseas candidate.
Compensation
Despite efforts by many employers to cut costs throughout the industry, benets and compensation packages have remained largely unchanged since the recession. With 57 per cent of salary increases being less than three per cent in 2010 employers have clearly not relied on salary increases to retain employees and have instead focused on benets, perks, a positive work environment and career growth as critical factors in attracting and retaining talent.
In 2011 the trend looks set to continue as again, the majority of raises will be less than three per cent and 47 per cent will remain between three to six per cent. Employees in Alberta and British Columbia will see the largest number of raises between three to six per cent as over 60 per cent of salary increases will be in this range. Toronto specically will see close to 70 per cent of salary increases being less than three per cent per year. Despite this, 92 per cent of employees will receive extended health benets throughout the country and over 70 per cent will be offered individual performance related bonuses. By all indicators the industry looks set to continue recovering in 2011 as 66 per cent of employers see the economy as strengthening. The following benets are believed to be of the highest value to employees (in no particular order): Career Growth Vacation Time off in lieu Paid overtime
Director of Property Management, Real Estate Manager Asset Manager Senior Property Manager Property Manager Residential Property Manager / Condominium Residential Property Manager / Rental
85 / 95 75 / 85 60 / 65 50 / 60 55 / 65
95 / 110 80 / 89 70 / 85 55 / 69 50 / 60
85 / 100 80 / 90 70 / 80 50 / 65 40 / 50
80 / 100 60 / 70 70 / 80 50 / 60 50 / 55
85 / 100 80 / 90 80 / 90 45 / 60 45 / 55
30 / 40
50 / 59
40 / 50
40 / 50
40 / 55
Property Management | Between 5 to 10 years in the industry

JOB TITLE VP, Property, Operations, Asset Management Director of Property Management, Real Estate Manager Asset Manager Senior Property Manager Property Manager Residential Property Manager / Condominium Residential Property Manager / Rental CALGARY 130 / 150 TORONTO / GTA 140 / 170 MONTRAL 125 / 150 OTTAWA 100 / 120 VANCOUVER 110 / 130
90 / 110 80 / 95 65 / 80 55 / 75 65 / 75
110 / 129 90 / 99 80 / 95 70 / 85 60 / 64
95 / 120 85 / 100 75 / 90 60 / 75 45 / 55
100 / 120 70 / 80 80 / 90 60 / 70 55 / 60
95 / 20 85 / 100 90 / 100 55 / 75 50 / 65
40 / 45
60 / 64
45 / 55
45 / 55
55 / 65
Property Management | More than 10 years in the industry

JOB TITLE VP, Property, Operations, Asset Management Director of Property Management, Real Estate Manager Asset Manager Senior Property Manager Property Manager Residential Property Manager / Condominium Residential Property Manager / Rental CALGARY 140 / 165 TORONTO / GTA 169 / 189 MONTRAL 145 / 175 OTTAWA 125 / 149 VANCOUVER 125 / 150
115 / 130 90 / 110 75 / 100 60 / 90 75 / 85
130 / 139 100 / 120 90 / 110 80 / 94 65 / 74
100 / 130 90 / 110 85 / 110 70 / 85 50 / 70
120 / 129 80 / 90+ 85 / 95 70 / 80 60 / 70
100 / 130 90 / 110 100 / 120 70 / 90 60 / 80
45 / 50
65 / 74
50 / 70
55 / 70
60 / 75
Property
Leasing Positions | Up to 5 years in the industry
JOB TITLE Leasing Manager / Representative Leasing Assistant CALGARY 50 / 55 TORONTO / GTA 55 / 70 MONTRAL 55 / 65 OTTAWA 50 / 60 VANCOUVER 60 / 75
Property
Operations and Maintenance | Up to 5 years in the industry
JOB TITLE Director of Operations Chief Engineer / Operations Manager 40 / 45 35 / 44 35 / 45 35 / 40 35 / 45 Assistant Operations Manager / Assistant Chief Engineer OTTAWA 70 / 89 VANCOUVER 70 / 85 Building Operator / 4th Class Building Operator / 5th Class or Unticketed Maintenance Worker 55 / 60 50 / 59 50 / 60 55 / 59 50 / 55 CALGARY 70 / 85 65 / 75 TORONTO / GTA 70 / 80 50 / 69 MONTRAL 75 / 90 60 / 75 OTTAWA <80 60 / 64 VANCOUVER 80 / 90 55 / 70
Leasing Positions | Between 5 to 10 years in the industry

JOB TITLE Leasing Manager / Representative Leasing Assistant CALGARY 55 / 65 TORONTO / GTA 70 / 79 MONTRAL 60 / 75
55 / 60 50 / 55 40 / 45
33 / 39 35 / 40 30 / 38
35 / 40 38 / 45 28 / 35
35 / 42 35 / 40 35 / 40
40 / 55 35 / 45 35 / 40
45 / 50
45 / 49
45 / 55
40 / 44
45 / 55
Operations and Maintenance | Between 5 to 10 years in the industry Leasing Positions | More than 10 years in the industry
JOB TITLE Leasing Manager / Representative Leasing Assistant CALGARY 60 / 75 TORONTO / GTA 80 / 99 MONTRAL 70 / 110 OTTAWA 90 / 99 VANCOUVER 75 / 100 JOB TITLE Director of Operations Chief Engineer / Operations Manager Assistant Operations Manager / Assistant Chief Engineer Building Operator / 4th Class Building Operator / 5th Class or Unticketed Maintenance Worker CALGARY 85 / 100 70 / 95 TORONTO / GTA 80 / 90 70 / 80 MONTRAL 85 / 110 70 / 90 OTTAWA 80 / 89 65 / 69 VANCOUVER 85 / 110 70 / 80
50 / 60
50 / 54
50 / 65
45 / 49
50 / 60
60 / 70
60 / 64
55 / 70
60 / 64
60 / 70
60 / 65 55 / 60 45 / 50
40 / 49 40 / 49 40 / 44
40 / 45 40 / 50 30 / 38
42 / 45 40 / 45 40 / 45
50 / 60 40 / 50 40 / 45
Operations and Maintenance | More than 10 years in the industry

JOB TITLE Director of Operations Chief Engineer / Operations Manager Assistant Operations Manager / Assistant Chief Engineer Building Operator / 4th Class Building Operator / 5th Class or Unticketed Maintenance Worker CALGARY 90 / 115 90 / 110 TORONTO / GTA 90 / 110 80 / 95 MONTRAL 95 / 140 85 / 110 OTTAWA 90 / 99 70 / 80+ VANCOUVER 90 / 130 80 / 90
70 / 80
65 / 74
65 / 80
65 / 74+
65 / 75
65 / 70 60 / 65 50 / 65
55 / 65 50 / 55 45 / 50
45+ 45 / 55 35 / 40
45 / 55 55/65 40 / 55
55 / 65 45 / 55 40 / 50
Property
Facilities Management | Up to 5 years in the industry
JOB TITLE Facilities Manager Facilities Coordinator CALGARY 55 / 60 50 / 55 TORONTO / GTA 55 / 59 40 / 48 MONTRAL 45 / 55 28 / 40 OTTAWA 55 / 59 35 / 44 VANCOUVER 55 / 65 40 / 45
Facilities Management | Between 5 to 10 years in the industry

JOB TITLE Facilities Manager Facilities Coordinator CALGARY 60 / 70 55 / 60 TORONTO / GTA 60 / 64 48 / 54 MONTRAL 50 / 75 35 / 50 OTTAWA 60 / 64 45 / 49 VANCOUVER 65 / 75 45 / 50
Facilities Management | More than 10 years in the industry

JOB TITLE Facilities Manager Facilities Coordinator CALGARY 70 / 75 60 / 65 TORONTO / GTA 65 / 80 55 / 59 MONTRAL 70 / 110 45 / 65 OTTAWA 65 / 74+ 50 / 54+ VANCOUVER 70 / 100 50 / 60
Property
Supporting Staff | Up to 5 years in the industry
JOB TITLE Property Management / Lease Administrator Tenant Services Representative CALGARY 35 / 45 TORONTO / GTA 38 / 45 MONTRAL 36 / 42 OTTAWA 35 / 40 VANCOUVER 38 / 45
35 / 42
35 / 45
36 / 42
35 / 40
35 / 40
Supporting Staff | Between 5 to 10 years in the industry

JOB TITLE Property Management / Lease Administrator Tenant Services Representative CALGARY 40 / 55 TORONTO / GTA 45 / 60 MONTRAL 38 / 45 OTTAWA 40 / 49 VANCOUVER 40 / 50
40 / 50
45 / 55
38 / 45
40 / 49
40 / 45
Supporting Staff | More than 10 years in the industry

JOB TITLE Property Management / Lease Administrator Tenant Services Representative CALGARY 50 / 65 TORONTO / GTA 55 / 65 MONTRAL 40 / 65 OTTAWA 50 / 65+ VANCOUVER 45 / 55
50 / 65
55 / 65
40 / 60
50 / 65+
45 / 50
HUMAN RESOURCES
Currently among HR recruiters, over 65 per cent believe that the economic forecast is positive for the HR industry and early promising trends will continue throughout the year.
Market Summary
The Canadian human resources industry showed signs of promise in 2010 as companies starting hiring for roles eliminated during the latest recession. While activity was positive by mid year, the majority of positions lost during the recession remained unlled and activity remained slower than pre-recession levels. Following a slow start to the year, the HR industry was actively recruiting in 2010 as 37 per cent of HR departments recruited staff. While 37 per cent was viewed as a positive signal, 20 per cent of HR departments saw cuts to staff in 2010. In 2011 40 per cent of HR departments will continue hiring, while only eight per cent anticipate cutting staff. By Q3 of 2010 recruitment for HR positions became a priority within the banking, construction and real estate sectors as companies began recruiting for positions in compensation and recruitment ranging from coordinator to senior management levels. In late Q3 and into Q4 employers started to see the HR function as an integral part of an organisations growth as companies reviewed their performance throughout the recession. As such, senior management began recognizing HRs pivotal role in recruitment, retention, succession planning and organisational development within their organisation. Although HR did not catch up to prerecession levels in 2010, the trend in early 2011 indicates that the industry will continue to recover signicantly in the next six to 12 months. Currently among HR recruiters 65.5 per cent believe that the economic forecast is positive for the HR industry and early positive trends will continue throughout the year. satisfaction focus have been offered in lieu of salary increases in order to attract the best people and retain the best employees. In 2011 over 70 per cent of companies will offer time off in lieu, extended health benets and nancial support for professional training. HR roles which will demand the most attractive compensation packages in 2011 are those in compensation and benets, recruitment, and HRIS to a lesser extent. In 2011 the industry will continue to improve and in many cases staff levels could surpass pre-recession levels. While 40 per cent of Canadian companies had re-hired for positions lost during the recession in 2010, a further 15 per cent expect to surpass their pre-recession staff levels in 2011. Consequently, increased demand for HR positions will see salaries and compensation improve. For senior compensation and benets roles, starting salaries are expected to increase by seven to ten per cent over 2010 while Junior Administrator, Coordinator and specialist HR roles can expect to see salaries increase by up to $5,000 per year.
Positions in Demand
The HR landscape showed steady improvement in 2010 as close to 37 per cent of HR recruiters added to staff levels within their organisation. Bilingual candidates started to see their language skills in higher demand throughout the country as employers looked for that little bit extra from candidates and competition for qualied HR staff signicantly increased. As companies began to realize they had survived the recession, increased budgets allowed for resumed investment in Human Resource Information Systems (HRIS), creating a need for staff with relevant experience. HRIS candidates will continue to be in demand in 2011 as more companies allocate funds for system upgrades which may have been shelved in the last few years. With 53 per cent of HR Recruiters actively recruiting in Q1 of 2011 demand for HR generalists and compensation staff will continue.
Compensation and Retention

Salaries remained consistent throughout 2010 as there was a surplus of qualied people looking for HR work. Although demand increased in most sectors, positions were lled by candidates who may have lost their jobs in the past 24 months and were happy to nd work regardless of remuneration. As such, employers enjoyed a soft market and didnt feel the need to adjust their compensation on offer. Those who did increase salaries bumped them up by less than three per cent on average and less than one per cent increased salaries by over 10 per cent. Although salaries did not increase on average in 2010 many benets have been improved in the last year. No longer is two weeks vacation the norm and programs designed to support professional development have become somewhat standard. In many cases gym memberships, dened career plans, knowledge transfer and an employee
Human Resources
Generalist | Up to 5 years in the industry
JOB TITLE Director Manager Generalist Coordinator Administrator / Assistant TORONTO / GTA 80 / 90 65 / 75 45 / 55 35 / 45 35 / 45 OTTAWA 80 / 90 65 / 75 40 / 50 40 / 45 35 / 40 VANCOUVER 80 / 90 65 / 85 45 / 60 40 / 50
Human Resources
Learning & Development | Up to 5 years in the industry
JOB TITLE Manager Trainer Coordinator TORONTO / GTA 70 / 80 55 / 65 45 / 50 OTTAWA 65 / 70 50 / 60 40 / 50 VANCOUVER 65 / 70 50 / 60 40 / 50
Learning & Development | Between 5 to 10 years in the industry

35 / 40 JOB TITLE Manager VANCOUVER 110 / 140 90 / 110 Trainer Coordinator TORONTO / GTA 75 / 85 60 / 70 50 / 55 OTTAWA 70 / 80 60 / 70 45 / 55 VANCOUVER 70 / 80 60 / 70 45 / 55
Generalist | Between 5 to 10 years in the industry

JOB TITLE VP Director Manager Generalist Coordinator Administrator / Assistant TORONTO / GTA 110 / 130 90 / 110 75 / 90 55 / 60 40 / 50 40 / 50 OTTAWA 120 / 140 90 / 110 75 / 85 50 / 60 45 / 50 40 / 45
Learning & Development | More than 10 years in the industry

75 / 90 50 / 70 45 / 55 40 / 45 JOB TITLE Manager Trainer TORONTO / GTA 80 / 100 65 / 75 OTTAWA 80 / 90 65 / 75 VANCOUVER 80 / 90 65 / 75
Human Resources
Generalist | More than 10 years in the industry
JOB TITLE VP Director Manager Generalist Coordinator TORONTO / GTA 130 / 160 110 / 120 85 / 100 60 / 70 50 / 55 OTTAWA 140 / 160 110 / 130 85 / 90 60 / 70 50 / 55 VANCOUVER 130 / 170 110 / 140 85 / 110 70 / 90
Recruitment | Up to 5 years in the industry

JOB TITLE Manager Specialist Administrator TORONTO / GTA 70 / 80 60 / 65 45 / 55 OTTAWA 70 / 80 55 / 65 40 / 50 VANCOUVER 70 / 80 55 / 65 45 / 55
Recruitment | Between 5 to 10 years in the industry

50 / 60 JOB TITLE Manager Specialist Administrator TORONTO / GTA 80 / 100 65 / 75 50 / 60 OTTAWA 80 / 100 60 / 70 50 / 60 VANCOUVER 80 / 100 60 / 80 50 / 60
Recruitment | More than 10 years in the industry

JOB TITLE Manager Specialist TORONTO / GTA 100 / 120 70 / 80 OTTAWA 100 / 120 65 / 75 VANCOUVER 100 / 120 70 / 90
Human Resources
Compensation & Benets | Up to 5 years in the industry
JOB TITLE Manager Analyst Specialist TORONTO / GTA 90 / 100 60 / 65 65 / 75 OTTAWA 70 / 80 50 / 60 55 / 65 VANCOUVER 80 / 90 50 / 60 55 / 65
Compensation & Benets | Between 5 to 10 years in the industry

JOB TITLE VP/Director Manager Analyst Specialist TORONTO / GTA 120 / 130 100 / 110 65 / 75 70 / 80 OTTAWA 100 / 120 80 / 90 60 / 70 65 / 75 VANCOUVER 110 / 120 90 / 100 60 / 70 65 / 80
Compensation & Benets | More than 10 years in the industry

JOB TITLE VP/Director Manager Analyst Specialist TORONTO / GTA 130 / 140 110 / 125 75 / 80 80 / 90 OTTAWA 120 / 140 90 / 100 70 / 80 75 / 90 VANCOUVER 120 / 140 100 / 110 70 / 80 75 / 90
Human Resources
HRIS | Up to 5 years in the industry
HRIS | Between 5 to 10 years in the industry

INFORMATION TECHNOLOGY
HRIS | More than 10 years in the industry

JOB TITLE Manager Specialist TORONTO / GTA 80 / 100 70 / 80 OTTAWA 75 / 90 N/A VANCOUVER 80 / 100 70 / 80
Hiring activity within the IT sector will continue in 2011 as 51 per cent of employers expect to add IT staff.
Market Summary
Following a challenging 2009 performance within the IT sector was much stronger in 2010 as the early days of Canadas economic recovery boosted activity across most levels of business. The Canadian economy spurred IT activity as businesses were forced to reinvest in IT following two years of reduced investment and previously shelved IT projects. Hiring activity within the IT sector remained consistent in 2010 as 40 per cent of IT departments added staff. While the industry performed well nationally, Vancouver found itself with a surplus of programming, network & system administrators and support candidates following the Vancouver Olympics. Of the companies who added to their IT staff, 70 per cent of those roles were full-time positions. The IT sector will continue to perform well in 2011 as 51 per cent of employers expect IT stafng in their companies to increase as opposed to early 2010 when only 30 per cent of employers expected to be hiring that year. Across the country the recruitment picture varies as 43 per cent of employers in Toronto expect to be hiring in 2011 as opposed to 50 per cent in Vancouver. Among Canadas largest cities, Calgary will lead IT recruitment in 2011 where 70 per cent of IT employers will add staff.
Skills in Demand
As investment in IT projects increased in 2010 qualied candidates were in high demand in the rst six months of the year and found work quickly. While demand continued throughout the year, Business Intelligence Professionals, SAP Consultants and Project Managers with nancial services experience remained in especially high demand and were becoming extremely difcult to nd by year end. Due to the constantly evolving nature of the IT industry candidates possessing relevant skill sets were more difcult to locate throughout the industry and as such, companies were forced to improve their compensation packages by the end of the year. In 2011 positions requiring recent ETL, Murex and SAP experience will be challenging to ll as the vast majority of people possessing a relevant skill set may have already found work in 2010. As nding qualied candidates will be extremely competitive in 2011, close to 50 per cent of employers will be willing to look at overseas candidates in order to ll challenging roles. Employers will be looking to ll 70 per cent of available positions with full time employees this year and will continue to compete with the high wages offered in contract positions.
Compensation
Employers had the ability to pick and choose candidates in early 2010 as 54 per cent of IT departments experienced layoffs during the recession. In Q1 of 2010 candidates with specialized experience were recruited by employers who were offering three to six per cent lower wages than before the recession. While this trend initially suited employers, candidates who were happy to accept virtually any job were keeping their eyes open for more attractive positions; using their current positions to merely ll the gap. As the year progressed and competition for qualied IT staff increased, Business Intelligence Professionals, SAP Consultants and Project Managers within nancial services were able to name their price as employers were growing desperate to get related IT projects up and running. People who had accepted positions in early 2010 saw salaries and benets increasing throughout the industry and reentered the market, further adding to the number of roles being available. Faced with the head count restriction common in 2010 employers were willing to pay higher wages for contract workers. Hiring contract workers allowed employers to increase manpower without committing to long term salaries.
By Q4 of 2010 contract wages had increased to the point where candidates were declining secure full time offers in exchange for the money available in a contract role. In 2011 employers will need to increase compensation packages in an attempt to lure people away from inated contract rates and to ensure they are attracting the top talent in the pool of candidates who will consider permanent roles. Both contract and full time salaries will return to a more sustainable level in 2011 and 45 per cent of all raises will range from three to six per cent on average. Over 71 per cent of employers will offer individual performance based bonuses, time off in lieu and nancial support for IT training and certication courses. Two weeks vacation to start will be less common and two thirds of employers will offer ex time. In addition to these benets, 90 per cent of employees in Canada will receive extended health benets however this gure ranges from 78 per cent in Toronto to 92 per cent in Ottawa. This uctuation can be a result of a concentration of contract positions in certain markets and different provincial health plans throughout the country.
Salaries | 2011 GTA Toronto
JOB TITLE Application Support Business Analysts CIO / CTO Database Analyst Database Administrator Desktop / Help Desk Support Technicians Development/Application Manager Embedded Software & Firmware Engineering IT Auditor IT Director / Senior Manager IT Manager Network Administrator Network Engineer Program Manager Project & Product Manager Project Coordinator Software / Application Developer Systems Analysts Technical Analyst Technical Lead Technical Support Tester Vice President LESS THAN 5 YEARS 40 / 50 60 / 70 110 / 150 55 / 60 60 / 70 45 / 55 80 / 90 55 / 65 65 / 70 90 / 100 85 / 95 50 / 60 45 / 55 95 / 100 80 / 90 55 / 65 55 / 65 55 / 70 55 / 60 65 / 75 45 / 55 45 / 55 120 / 130 5 / 10 YEARS 50 / 65 70 / 85 150 / 180 65 / 75 70 / 85 55 / 60 90 / 100 65 / 75 75 / 85 100 / 120 95 / 110 60 / 75 55 / 75 100 / 115 90 / 105 65 / 75 65 / 80 70 / 85 60 / 75 75 / 85 55 / 65 55 / 65 130 / 170 MORE THAN 10 YEARS 65 / 75 85 / 95 180 / 200 75 / 90 85 / 105 65 / 75 100+ 75 / 90 90 / 110 120+ 110+ 75 / 95 75 / 90 115+ 105 / 120 75 / 90 80 / 90 85 / 95 75 / 90 85 / 95 65 / 85 65 / 80 170+
Salaries | 2011 Vancouver
JOB TITLE Application Support Business Analysts CIO / CTO Database Analyst Database Administrator Desktop / Help Desk Support Technicians Development / Application Manager Embedded Software & Firmware Engineering IT Auditor IT Director / Senior Manager IT Manager Network Administrator Network Engineer Program Manager Project & Product Manager Project Coordinator Software / Application Developer Systems Analysts Technical Analyst Technical Lead Technical Support Tester Vice President LESS THAN 5 YEARS 40 / 50 45 / 55 100 / 120 45 / 60 55 / 65 40 / 50 80 / 90 55 / 65 60 / 70 90 / 100 80 / 90 50 / 60 45 / 55 90 / 100 80 / 90 50 / 60 50 / 60 55 / 65 50 / 55 60 / 70 40 / 50 45 / 50 110 / 120 5 / 10 YEARS 50 / 60 55 / 70 120 / 150 60 / 70 65 / 80 50 / 60 90 / 100 65 / 75 70 / 80 100 / 110 90 / 100 60 / 70 55 / 70 100 / 110 90 / 100 60 / 70 60 / 75 65 / 75 55 / 65 70 / 80 50 / 60 50 / 60 120 / 150 MORE THAN 10 YEARS 60 / 70 70 / 85 150 / 180 70 / 80 80 / 95 60 / 70 100+ 75 / 90 80 / 95 110+ 100+ 70 / 80 70 / 85 110+ 100+ 70 / 80 75 / 90 75 / 85 65 / 75 80 / 90 60 / 70 60 / 75 150+
Of the 45 per cent of employers looking to add to their head count this year, 40 per cent will be actively recruiting in the rst three months of the year.
Ofce Support
Entering 2010 on the tail end of the recession ofce support candidates found themselves in a market where jobs remained limited and competition was high. Although the economy showed signs of improvement in early 2010, ofce support candidates were forced to wait for available jobs until business improved across most sectors. During the recession, ofce support positions were often eliminated when senior roles were cut (VP role is eliminated and therefore so is his / her Executive Assistant). Conversely, during the early days of the recovery support roles were not hired for until senior roles were again replaced. In Q2 of 2010 employers began to recognise that sectors such as consumer packaged goods were recovering faster than initially expected. By Q3 recruitment for ofce support roles increased signicantly and 39 per cent of companies hired for ofce support roles by the end of the year. Condence in an improving economy remains high in 2011 as 60 per cent
of employers expect the economy to strengthen in the next year. The rapid increase in hiring in late 2010 will continue in 2011 as a further 45 per cent of employers expect to add to their ofce support head count in the coming year. Of the 45 per cent of employers looking to add to their head count this year, 40 per cent will be actively recruiting in the rst three months of the year.
Position in Demand
As hiring activity increased in 2010 candidates with consumer packaged goods and customer service experience remained in the highest demand. Because almost 50 per cent of companies made cuts to ofce support roles during the recession, the market was saturated with candidates who were willing to accept virtually any support role on offer. In many cases candidates with experience in senior ofce support roles were applying for and accepting junior roles, while employers were adding to requirements and offering lower than pre-recession wages. As employers remained in the drivers seat in early 2010, very few companies noticed that as business was improving, candidates were slowly but surely being hired.
OFFICE SUPPORT
As such, Q3 presented employers with a problem as they soon realised that the economy was recovering faster than anticipated and the number of candidates was declining. As the year progressed employers were forced to hire staff faster or risk losing qualied candidates to other companies. Although 40 per cent of companies hired in 2010 and competition for candidates increased, employers were still able to add to job requirements as a surplus of candidates remained in 2011. Bilingual candidates are in very high demand, especially those with consumer packaged goods experience. A relatively new trend in Canada is a small increase for Spanish speaking ofce support staff, a possible result of increased Canadian business activity in Latin America. In addition, candidates with superior technical skills in Microsoft Ofce (administration) and / or SAP (customer service) will remain in demand. As a whole, demand for Ofce Support staff will increase in 2011 and 45 per cent of companies will be actively recruiting across Canada; a ve point increase on hiring activity in 2010.
Compensation
Due to the number of candidates looking for work in 2010, ofce support salaries and benets remained static from 2009 and into 2010. Salaries for some junior roles have actually declined since the recession as employers were under no pressure to attract candidates and junior candidates with limited experience were happy to retain employment regardless of salary. For those candidates who did receive raises in 2010, 57 per cent received a less than three per cent bump in wages. As the economy began to improve in 2010, an increase in contract employees lead to a reduction in benets; something not traditionally available to contract employees. Although demand for employees has increased signicantly in late 2010 and into 2011, salaries will continue to remain static as employment levels are yet to reach pre-recession levels and a surplus of candidates still remains. As the year progresses and hiring activity continues, employers expect to increase salaries by three to six per cent on average in order to keep and attract qualied candidates. While 2011 looks to be a very positive year for ofce support staff, recent hiring and compensation trends indicate that although compensation will increase this year, it will be in the second half of the year as companies measure growth in other areas of their business.
Ofce Support
2011 Salaries | Up to 2 years in the industry
JOB TITLE Administrative Assistant Bilingual CSR Client Services Representative Customer Service Manager Customer Service Representative Data Entry Clerk Executive Assistant Front Desk Coordinator General Office Clerk Inside Sales Representative Legal Assistant Legal Secretary Mail Room Clerk Marketing Assistant Office Manager Order Desk Project Coordinator Receptionist Records Control Clerk Sales Assistant Senior Administrative Assistant Senior Executive Assistant Switchboard Operator Typist CALGARY 35 / 40 35 / 40 30 / 35 45 / 50 30 / 35 28 / 32 50 / 55 30 / 35 30 / 35 30 / 35 40 / 45 38 / 45 28 / 30 35 / 40 50 / 60 28 / 33 40 / 50 30 / 35 30 / 36 35 / 40 45 / 50 60 / 65 30 / 32 28 / 32 TORONTO / GTA 35 / 40 35 / 40 30 / 35 55 / 70 28 / 35 27 / 35 45 / 55 30 / 35 28 / 33 28 / 35 35 / 45 35 / 45 28 / 32 30 / 40 50 / 60 28 / 35 50 / 60 30 / 35 28 / 32 30 / 40 45 / 55 55 / 70 30 / 35 28 / 33 MONTRAL 30 / 36 26 / 30 27 / 32 40 / 48 24 / 28 22 / 24 40 / 42 25 / 30 24 / 28 30 / 40 30 / 38 30 / 40 22 / 24 28 / 32 40 / 45 24 / 28 35 / 40 25 / 30 27 / 32 28 / 32 40 / 45 42 / 46 24 / 28 28 / 33 OTTAWA 30 / 33 30 / 35 27 / 32 40 / 45 27 / 32 24 / 28 40 / 45 25 / 30 25 / 30 30 / 35 35 / 40 30 / 35 20 / 24 30 / 33 35 / 45 24 / 28 40 / 45 24 / 28 27 / 32 25 / 30 35 / 40 45 / 50 27 / 30 27 / 30 VANCOUVER 30 / 40 35 / 40 30 / 40 50 / 60 30 / 35 28 / 33 50 / 55 30 / 35 30 / 35 30 / 35 35 / 45 38 / 45 28 / 32 30 / 35 50 / 60 28 / 33 40 / 50 30 / 35 30 / 36 28 / 35 42 / 50 55 / 65 30 / 32 28 / 33
Ofce Support
2011 Salaries | Between 2 to 5 years in the industry
Ofce Support
2011 Salaries | More than 5 years in the industry
PROCUREMENT
55 per cent of procurement departments will actively recruit in 2011.
Market Summary
The procurement sector performed well in 2010 as it was not as adversely affected by the 2008-09 recession as many other areas of business were. In fact, despite a widespread belief that procurement would slow to a trickle in the face of economic challenges, procurement not only survived the recession but entered into 2010 on a strong footing. As many other areas of business worked to nd their feet, the procurement industry was a good place to be working in 2010 as 52 per cent of companies were hiring for procurement roles while only 12 per cent were reducing staff. While 2010 was a positive year in procurement, the manufacturing industry struggled as a whole and therefore procurement in the manufacturing sector did. Despite the slow recovery in the manufacturing sector, the 2011 outlook looks very positive as 70 per cent of recruiters for procurement roles expect business to improve due to increased consumer condence and investment in capital projects.
A business function which was viewed by industry outsiders as operating in an administrative capacity, changing attitudes and a concentration on strategic practices have proven that procurement can add to the protability of a business by signicantly cutting and avoiding costs. As the view and concentration on procurement practices continues into 2011 the increase in business and hiring activity will continue.
Areas in Demand
Procurement roles across all levels were difcult to ll in 2010 as demand for experienced staff remained high and the supply of qualied candidates diminished. Examples of specic positions which were difcult to ll include IT Category Management, Contracts Administrators and Managers for temporary contracts in the EPCM and mining sectors. Public sector roles continued to be challenging to ll as candidates were required to be familiar with unique operating practices which the Public sector demands. As such, temporary roles were hard to ll as qualied people were already employed or felt over qualied for temporary roles.
Another challenge to lling procurement roles is that employers often look for experienced procurement staff and are not willing to invest the time and money in training a less experienced candidate. As demand for procurement staff continues in 2011 employers may not have the luxury of only hiring experienced staff and be forced to invest in young talent. Demand for qualied procurement staff is already high in 2011 as 55 per cent of procurement employers are currently recruiting for procurement roles in Q1.
While substantial salaries were often on offer, many companies looked to attract and retain the best talent by offering improved benets rather than relying on salary increases alone. While average salaries only increased from one to three per cent in 2010, over 80 per cent of employers were offering extended health benets and RRSP matching; a ve point increase from 2009. While salaries are expected to increase at a modest rate in 2011, compensation for procurement roles will vary among industry sectors. In nancial services for example, staff will be expecting increased vacation and a greater work life balance, while EPCM professionals will demand high salaries in exchange for remote work locations and a less than settled working life.
Procurement
Procurement Salaries in 2011 | GTA Toronto
JOB TITLE Purchasing Admin Purchasing Analyst Senior Purchasing Analyst Purchasing Officer Purchasing Manager Contracts Specialist Contracts Manager Senior Contracts Manager Strategic Sourcing Manager Category Manager Vendor Manager Procurement Manager Senior Procurement Manager Director, Procurement VP Procurement Head of Proc / CPO LESS THAN 5 YEARS 45 / 50 45 / 50 60 / 70 55 / 65 75 / 80 50 / 60 65 / 75 80 / 90 75 / 85 75 / 85 75 / 85 75 / 85 95 / 105 100 / 110 115 / 130 130 / 160 5 / 10 YEARS 50 / 55 50 / 55 70 / 80 60 / 70 80 / 90 60 / 70 75 / 85 90 / 110 85 / 95 85 / 95 85 / 95 80 / 95 105 / 115 115 / 130 130 / 160 160 / 200 MORE THAN 10 YEARS 55 / 60 60 / 75 80 / 110 70 / 80 90 / 110 75 / 80 85 / 95 110 / 140 95 / 110 95 / 105 95 / 105 95 / 105 115 / 125 130 / 160 160 / 200 200+
Compensation and Retention

Skilled procurement staff were well compensated in 2010 as demand for services remained high and employers recognised the ability of the procurement function to reduce and avoid unnecessary costs.
Procurement
Procurement Salaries in 2011 | Vancouver
JOB TITLE Purchasing Admin Purchasing Analyst Senior Purchasing Analyst Purchasing Officer Purchasing Manager Contracts Specialist Contracts Manager Senior Contracts Manager Strategic Sourcing Manager Category Manager Vendor Manager Procurement Manager Senior Procurement Manager Director, Procurement VP Procurement Head of Proc / CPO LESS THAN 5 YEARS 40 / 45 40 / 45 55 / 65 55 / 65 70 / 75 50 / 60 60 / 70 80 / 90 70 / 80 70 / 80 70 / 85 75 / 85 85 / 115 95 / 105 115 / 130 130 / 160 5 / 10 YEARS 45 / 50 45 / 50 65 / 75 60 / 70 75 / 85 60 / 70 70 / 80 90 / 110 80 / 90 85 / 95 80 / 95 80 / 95 105 / 115 115 / 130 130 / 160 160 / 200 MORE THAN 10 YEARS 50 / 60 55 / 65 85 / 100 65 75 85 / 100 75 / 80 85 / 95 110 / 140 90 / 110 95 / 105 90 / 100 95 / 105 115 / 125 120 / 150 150 / 180 200+
Procurement
Procurement Salaries in 2011 | Ottawa
JOB TITLE Purchasing Admin Purchasing Analyst Senior Purchasing Analyst Purchasing Officer Purchasing Manager Contracts Specialist Contracts Manager Senior Contracts Manager Strategic Sourcing Manager Category Manager Vendor Manager Procurement Manager Senior Procurement Manager Director, Procurement VP Procurement Head of Proc / CPO LESS THAN 5 YEARS 40 / 48 40 / 48 55 / 65 55 / 65 70 / 75 50 / 60 60 / 70 80 / 90 75 / 85 75 / 85 75 / 85 75 / 85 95 / 105 100 / 110 115 / 130 130 / 160 5 / 10 YEARS 48 / 55 48 / 55 70 / 80 60 / 70 75 / 85 60 / 70 70 / 80 90 / 110 85 / 95 85 / 95 85 / 95 80 / 95 105 / 115 115 / 130 130 / 160 160 / 200 MORE THAN 10 YEARS 55 / 70 55 / 70 80 / 110 65 75 85 / 100 75 / 80 85 / 95 110 / 140 95 / 110 95 / 105 95 / 105 95 / 105 115 / 125 130 / 160 180+ 200+
MINING
As 2011 operating budgets were nalized in Q3 and Q4 of 2010, hiring activity across nance operations and administration increased as companies began planning for expansion in 2011.
Market Summary
Hays Resources & Mining provides specialised placement services in the technical areas of mining (COO, VP Exploration, Geologists) as well as mine site operations (Superintendents, Metallurgists, Mine Managers). 2010 saw a return of optimism to the mining sector. Beneting from increased economic activity in Asia that drove prices higher in base metals and coal, along with bullish runs on gold and silver prices, miners and shareholders nished the year in an upbeat mood. This buoyancy in industry expectations fuelled investment in the junior exploration sector which, in turn, led to an increase in hiring activity. Positions that were quickly eliminated at the start of the recession (geologists, investor relations and administrative personnel) were all in demand by Q3 in 2010, often generating multiple offers for more senior candidates.
Among the producers, especially those in precious metals and coal, 2010 was especially rewarding for senior executives and managers. Hiring activity was quite stable as employee retention was high (thanks to an upward trend in bonus percentages and stock options) and those vacancies that emerged due to transition, expansion, or retirement had several qualied candidates to consider. As 2011 operating budgets were nalised in Q3 and Q4 of 2010 hiring activity across nance, operations and administration increased as companies began planning for expansion in 2011. The latter part of 2010 saw an increase in mergers and acquisitions, punctuated by the deals involving Kinross and Red Back Mining and Goldcorps battle with Eldorado Gold for Andean Resources. With increased M&A activity, the number of available candidates surge as a result of outplacements; however new positions are created as outsourced executives will often acquire unwanted projects shed by the nowlarger company.
Higher commodity prices spurring increases in production and exploration activity bode well for candidates seeking bigger pay packets in 2011. Companies are still prepared to pay a premium for top candidates and are anticipating higher starting salaries and salary increases to encourage retention, especially for operations employees working in remote locations. Ex-pat candidates working in hot spots like Mexico and the DRC are expecting and receiving higher compensation packages. Among executives, base salaries are likely to remain stable but bonus percentages and option grants will be weighted more heavily. An oft-repeated refrain when discussing executive compensation is Reward on Performance and more Skin in the Game as boards both demand and expect results.
Mining
Mining Engineering & Mine Production
JOB TITLE Mine Engineer EIT (Engineer in Training) Mine Engineer Senior Mine Engineer Chief Engineer Mine Superintendent Mine Manager Project Manager Geotechnical Engineer General Manager/Operations Manager Maintenance Supervisor Maintenance Manager VANCOUVER 65 / 75 70 / 100 100 / 125 110 / 130 120 / 150 135 / 150 110 / 125 120 / 130 150 / 200+ 80 / 120+ 115 / 160 MONTREAL 65 / 75 70 / 100 100 / 125 110 / 130 120 / 150 135 / 150 110 / 125 120 / 130 150 / 200+ 80 / 120+ 115 / 160
Mining
Geology
JOB TITLE Geologist GIT (Geologist in Training) Geologist Senior Geologist Project Geologist Chief Geologist VP Exploration VP Exploration Ex-pat Mine Geologist VANCOUVER 50 / 60 60 / 80 80 / 110 110 / 120 115 / 130 120 / 180 175-200+ 60 / 90 MONTREAL 50 / 60 60 / 80 80 / 110 110 / 120 115 / 130 120 / 180 175 / 200+ 60 / 90
ABOUT US
Metallurgy
JOB TITLE Process Metallurgist Metallurgist Senior Metallurgist Chief Metallurgist Superintendent Metallurgy Group Metallurgist VANCOUVER 90 / 125 90 / 115 115 / 130 110 / 135 130 / 145 140 / 190 MONTREAL 90 / 125 90 / 115 115 / 130 110 / 135 130 / 145 140 / 190
Health, Safety & Environment

JOB TITLE HSE Manager H&S Specialist Environment Specialist Environment Coordinator Environmental Technician Safety Coordinator Safety Loss Control Supervisor Environmental Superintendent VANCOUVER 110 / 150 75 / 85 75 / 85 70 / 85 50 / 60 65 / 75 90 / 105 95 / 110 MONTREAL 110 / 150 75 / 85 75 / 85 70 / 85 50 / 60 65 / 75 90 / 105 95 / 110
We are the worlds leading recruiting experts in qualied, professional and skilled work. By truly understanding our clients and candidates, locally and globally, we help companies and people achieve lasting impact.
Opening our rst Canadian ofce in 2001, Hays has since grown to become a national recruiting presence. We have ofces in Calgary, Kitchener, Mississauga, Montral, North York, Ottawa, Toronto and Vancouver. From these locations, we offer you the best of our expertise combined with a detailed understanding of the local factors that make businesses unique. We believe the right job can transform a persons life and the right person can transform a business. Working closely with our private and public sector clients across the country, we place candidates into the right permanent positions, contract roles and temporary assignments into industry sectors such as: Accounting & Finance Construction & Property Human Resources Information Technology Manufacturing & Logistics Mining Ofce Support Pharma Procurement Sales & Marketing
Calgary 660-630 6th Avenue SW Calgary AB T2P 0S8 T: 403 269 HAYS (4297) F: 403 705 3399 Mississauga 701-201 City Centre Drive Mississauga ON L5B 2T4 T: 905 848 HAYS F: 905 566 8877 Montral 500-2001 rue Universit Montral QC H3A 2A6 T: 514 788 HAYS F: 514 788 4298 North York 1802-5775 Yonge Street North York ON M2M 4J1 T: 416 223 HAYS F: 416 223 4232 Ottawa 320-45 OConnor Street Ottawa ON K1P 1A4 T: 613 288 HAYS F: 613 288 4298 Toronto 600-6 Adelaide Street East Toronto ON M5C 1H6 T: 416 367 HAYS F: 416 203 1932 Vancouver 2150-1050 West Pender Street Vancouver BC V6E 3S7 T: 604 648 HAYS F: 604 648 0588
Canadian Headquarters 402-1500 Don Mills Road North York ON M3B 3K4 T: 416 367 HAYS F: 416 203 0277
HAYS and the H device are protected by trade mark and design laws in many jurisdictions. HAYS 2011 NA-03286-1
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MEASURES OF WORTH

The 2011 Hays Compensation, Benets, Recruitment and Retention Guide.

2 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 1

EMPLOYMENT MARKET OVERVIEW 2011 IS STILL A TIME FOR OPTIMISM

2011 Compensation, Benets, Recruitment and Retention Guide | 3

CANADIAN COMPANIES ARE HIRING

Less than 3% From 3% to 6% From 6% to 10% Greater than 10%

Construction and Property

Accounting and Finance

4 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 5

Less than 3% From 3% to 6% From 6% to 10% Greater than 10%

Increased Decreased Remained the same

Construction and Property

Construction and Property

Accounting and Finance

Accounting and Finance

6 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 7

Has business activity in the last 12 months

Increase Decrease Remain the same

Increased Decreased Remained the same

Construction and Property

Construction and Property

Accounting and Finance

Accounting and Finance

8 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 9

Strengthening Weakening Static

Construction and Property

Benets offered to employees

PROVIDED (%) 82.5 62.6 58.3 56.5 22 66.7 56 32 58.5 42.5

10 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 11

SALARIES THE STARTING POINT ON WHICH TO BUILD

12 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 13

ACCOUNTING & FINANCE

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 15

Accounting & Finance

Public Practice | Medium

Public Practice | Big Four

16 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 17

Accounting & Finance

90 / 110 65 / 75 70 / 80 75 / 90 90 / 100 80 / 90 100 / 120 100 / 135

90 / 110 70 / 80 75 / 90 75 / 90 90 / 110 85 / 90 100 / 120 100 / 135

85 / 95 65 / 80 75 / 90 80 / 90 90 / 100 80 / 90 100 / 120 100 / 135

75 / 95 55 / 65 60 / 75 75 / 90 85 / 100 80 / 90 100 / 120 95 / 135

95 / 105 65 / 80 75 / 90 70 / 90 90 / 110 85 / 95 100 / 125 100 / 140

18 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 19

Accounting & Finance

20 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 21

Accounting & Finance

22 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 23

Accounting & Finance

Accounting & Finance

24 | 2011 Hays Compensation, Benets, Recruitment and Retention Guide

2011 Hays Compensation, Benets, Recruitment and Retention Guide | 25