Global Compensation Planning (GCPR) Month | Sample

Economic indicators

Region Sub region Market Year GDP change

Region 1 Sub Region 1 Market 1 2021 10.2%

Region 1 Sub Region 1 Market 1 2022 4.0%
Region 1 Sub Region 1 Market 1 2023 3.0%
Region 1 Sub Region 1 Market 2 2021 10.2%
Region 1 Sub Region 1 Market 2 2022 4.0%
Region 1 Sub Region 1 Market 2 2023 3.0%
Region 2 Sub Region 2 Market 1 2021 10.2%
Region 2 Sub Region 2 Market 1 2022 4.0%

Sample D
Region 2 Sub Region 2 Market 1 2023 3.0%
Region 2 Sub Region 2 Market 2 2021 10.2%
Region 2 Sub Region 2 Market 2 2022 4.0%
Region 2 Sub Region 2 Market 2 2023 3.0%
Region 3 Sub Region 3 Market 1 2021 10.2%
Region 3 Sub Region 3 Market 1 2022 4.0%
Region 3 Sub Region 3 Market 1 2023 3.0%
Region 3 Sub Region 3 Market 2 2021 10.2%
Region 3 Sub Region 3 Market 2 2022 4.0%
Region 3 Sub Region 3 Market 2 2023 3.0%
Region 4 Sub Region 4 Market 1 2021 10.2%
Region 4 Sub Region 4 Market 1 2022 4.0%
Region 4 Sub Region 4 Market 1 2023 3.0%
Region 4 Sub Region 4 Market 2 2021 10.2%
Region 4 Sub Region 4 Market 2 2022 4.0%
Region 4 Sub Region 4 Market 2 2023 3.0%

© 2023 Mercer LLC.

 h | Sample

Inflation data Unemployment Unemployment data

GDP data status Inflation rate
status rate status
Estimated 0.7% Estimated 9.3% Estimated
Estimated 3.2% Estimated 9.2% Estimated
Forecast 3.6% Forecast 8.1% Forecast
Estimated 0.7% Estimated 5.2% Estimated
Estimated 3.2% Estimated 4.5% Estimated
Forecast 3.6% Forecast 4.0% Forecast
Estimated 0.7% Estimated 9.3% Estimated
Estimated 3.2% Estimated 9.2% Estimated

mple Data
Forecast 3.6% Forecast 8.1% Forecast
Actual 0.7% Actual 5.2% Actual
Actual 3.2% Actual 4.5% Estimated
Actual 3.6% Actual 4.0% Forecast
Estimated 0.7% Estimated 9.3% Estimated
Estimated 3.2% Estimated 9.2% Estimated
Forecast 3.6% Forecast 8.1% Forecast
Estimated 0.7% Estimated 5.2% Estimated
Estimated 3.2% Estimated 4.5% Estimated
Forecast 3.6% Forecast 4.0% Forecast
Estimated 0.7% Estimated 9.3% Estimated
Estimated 3.2% Estimated 9.2% Estimated
Forecast 3.6% Forecast 8.1% Forecast
Estimated 0.7% Estimated 5.2% Estimated
Estimated 3.2% Estimated 4.5% Estimated
Forecast 3.6% Forecast 4.0% Forecast
Global Compensation Planning (GCPR) Month | Sample
Salary increase budgets

Region Sub region Market Career level Year

Region 1 Sub Region 1 Market 1 All employees 2021

Region 1 Sub Region 1 Market 1 Executive 2021
Region 1 Sub Region 1 Market 1 Management 2021
Region 1 Sub Region 1 Market 1 Professional sales 2021
Region 1 Sub Region 1 Market 1 Professional nonsales 2021
Region 1 Sub Region 1 Market 1 Para-professional white 2021
Region 1 Sub Region 1 Market 1 Para-professional blue c 2021

Sam
Region 1 Sub Region 1 Market 1 All employees 2022
Region 1 Sub Region 1 Market 1 Executive 2022
Region 1 Sub Region 1 Market 1 Management 2022
Region 1 Sub Region 1 Market 1 Professional sales 2022
Region 1 Sub Region 1 Market 1 Professional nonsales 2022
Region 1 Sub Region 1 Market 1 Para-professional white 2022
Region 1 Sub Region 1 Market 1 Para-professional blue c 2022
Region 1 Sub Region 1 Market 1 All employees 2023
Region 1 Sub Region 1 Market 1 Executive 2023
Region 1 Sub Region 1 Market 1 Management 2023
Region 1 Sub Region 1 Market 1 Professional sales 2023
Region 1 Sub Region 1 Market 1 Professional nonsales 2023
Region 1 Sub Region 1 Market 1 Para-professional white 2023
Region 1 Sub Region 1 Market 1 Para-professional blue c 2023
Region 2 Sub Region 2 Market 1 All employees 2021
Region 2 Sub Region 2 Market 1 Executive 2021
Region 2 Sub Region 2 Market 1 Management 2021
Region 2 Sub Region 2 Market 1 Professional sales 2021
Region 2 Sub Region 2 Market 1 Professional nonsales 2021
Region 2 Sub Region 2 Market 1 Para-professional white 2021
Region 2 Sub Region 2 Market 1 Para-professional blue c 2021
Region 2 Sub Region 2 Market 1 All employees 2022
Region 2 Sub Region 2 Market 1 Executive 2022
Region 2 Sub Region 2 Market 1 Management 2022
Region 2 Sub Region 2 Market 1 Professional sales 2022
Region 2 Sub Region 2 Market 1 Professional nonsales 2022
Region 2 Sub Region 2 Market 1 Para-professional white 2022
Region 2 Sub Region 2 Market 1 Para-professional blue c 2022
Region 2 Sub Region 2 Market 1 All employees 2023
Region 2 Sub Region 2 Market 1 Executive 2023
Region 2 Sub Region 2 Market 1 Management 2023
Region 2 Sub Region 2 Market 1 Professional sales 2023
Region 2 Sub Region 2 Market 1 Professional nonsales 2023
Region 2 Sub Region 2 Market 1 Para-professional white 2023
Region 2 Sub Region 2 Market 1 Para-professional blue c 2023

© 2023 Mercer LLC.

h | Sample

Total salary increase Merit s

Salary increase — excluding zeros Salary increase — including zeros Salary increase — excluding zeros

Median Average N= Median3 Average5 N=6 Median2

40.0% 40.0% 100 40.0% 40.0% 100 40.0%

40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%

Sample Data
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
39.6% 40.0% 100 38.6% 40.0% 100 39.6%
39.6% 40.0% 100 38.6% 40.0% 100 39.6%
39.6% 40.0% 100 38.6% 40.0% 100 39.6%
39.6% 40.0% 100 38.6% 40.0% 100 39.6%
39.6% 40.0% 100 38.6% 40.0% 100 39.6%
39.6% 40.0% 100 38.6% 40.0% 100 39.6%
39.6% 40.0% 100 38.6% 40.0% 100 39.6%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
40.0% 40.0% 100 40.0% 40.0% 100 40.0%
39.6% 40.0% 100 39.6% 40.0% 100 39.6%
39.6% 40.0% 100 39.6% 40.0% 100 39.6%
39.6% 40.0% 100 39.6% 40.0% 100 39.6%
39.6% 40.0% 100 39.6% 40.0% 100 39.6%
39.6% 40.0% 100 39.6% 40.0% 100 39.6%
39.6% 40.0% 100 39.6% 40.0% 100 39.6%
39.6% 40.0% 100 39.6% 40.0% 100 39.6%
 Merit salary increase
Salary increase — excluding zeros Salary increase — including zeros

Average3 N=4 Median35 Average56 N=67 Data status

40.0% 100 40.0% 40.0% 100 Actual

40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual

a
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 38.6% 40.0% 100 Budgeted
40.0% 100 38.6% 40.0% 100 Budgeted
40.0% 100 38.6% 40.0% 100 Budgeted
40.0% 100 38.6% 40.0% 100 Budgeted
40.0% 100 38.6% 40.0% 100 Budgeted
40.0% 100 38.6% 40.0% 100 Budgeted
40.0% 100 38.6% 40.0% 100 Budgeted
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 40.0% 40.0% 100 Actual
40.0% 100 39.6% 40.0% 100 Budgeted
40.0% 100 39.6% 40.0% 100 Budgeted
40.0% 100 39.6% 40.0% 100 Budgeted
40.0% 100 39.6% 40.0% 100 Budgeted
40.0% 100 39.6% 40.0% 100 Budgeted
40.0% 100 39.6% 40.0% 100 Budgeted
40.0% 100 39.6% 40.0% 100 Budgeted
Global Compensation Planning (GCPR) Month | Sample
Current budget status

Region Sub region Market Year

Sample Da
Region 1 Sub Region 1 Market 1 2023
Region 1 Sub Region 1 Market 2 2023
Region 1 Sub Region 1 Market 3 2023
Region 1 Sub Region 1 Market 4 2023
Region 1 Sub Region 1 Market 5 2023
Region 1 Sub Region 1 Market 6 2023
Region 1 Sub Region 1 Market 7 2023

© 2023 Mercer LLC.

GCPR) Month | Sample

Planning has not begun; too early to Planning has not begun; estimate based on
provide estimate last year's salary increase budget

ample Data
– –
– –
– –
– –
– –
– –
– –
 Planning is in progress; estimate based Salary increase budget is Salary increase budget is
on market data and other research pending approval approved and final

a
30.0% 40.0% 20.0%
30.0% 40.0% 20.0%
30.0% 40.0% 20.0%
30.0% 40.0% 20.0%
30.0% 40.0% 20.0%
30.0% 40.0% 20.0%
30.0% 40.0% 20.0%
Salary increases have been
N=4
distributed to employees
10.0% 5
10.0% 5
10.0% 5
10.0% 5
10.0% 5
10.0% 5
10.0% 5
Global Compensation Planning (GCPR) Month | Sample
Promotional increases

Region Sub region Market Year

Region 1 Sub Region 1 Market 1 2021

Region 1 Sub Region 1 Market 1 2022
Region 1 Sub Region 1 Market 1 2023

Sample D
Region 1 Sub Region 1 Market 2 2021
Region 1 Sub Region 1 Market 2 2022
Region 1 Sub Region 1 Market 2 2023
Region 2 Sub Region 2 Market 1 2021
Region 2 Sub Region 2 Market 1 2022
Region 2 Sub Region 2 Market 1 2023
Region 2 Sub Region 2 Market 2 2021
Region 2 Sub Region 2 Market 2 2022
Region 2 Sub Region 2 Market 2 2023

© 2023 Mercer LLC.

GCPR) Month | Sample

Overall salary increase for promotion Overall salary increase for promotion Percentage of employees receiving
(Median % of base salary) (Average % of base salary) promotion (Median)
12.3% 10.0% 8.4%
13.6% 5.5% 8.9%
13.3% 7.0% 7.7%

Sample Data
11.1% 6.0% 8.4%
12.9% 8.6% 8.9%
7.0% 8.7% 10.0%
10.0% 10.0% 5.5%
5.5% 5.5% 7.0%
7.0% 7.0% 6.0%
6.0% 6.0% 8.6%
8.6% 8.6% 8.7%
8.7% 8.7% 6.0%
Percentage of employees receiving
promotion (Average)
8.4%
8.9%
7.7%
8.4%
8.9%
7.7%
8.4%
8.9%
7.7%
8.6%
8.7%
7.3%
Global Compensation Planning (GCPR) Month | Sample
Exchange rates

Currency conversion

Region Sub region Market Code USD to local

Region 1 Sub Region 1 Market 1 ARS 0.01

Sample Dat
Region 1 Sub Region 1 Market 2 ARS 0.01
Region 2 Sub Region 2 Market 1 ARS 0.01
Region 2 Sub Region 2 Market 2 ARS 0.01
Region 3 Sub Region 3 Market 1 ARS 0.01
Region 3 Sub Region 3 Market 2 ARS 0.01
Region 4 Sub Region 4 Market 1 ARS 0.01
Region 4 Sub Region 4 Market 2 ARS 0.01

© 2023 Mercer LLC.

h | Sample

Currency conversion

USD 1= EUR 1=

1.00 1.00

e Data
1.00 1.00
1.00 1.00
1.00 1.00
1.00 1.00
1.00 1.00
1.00 1.00
1.00 1.00
Global Compensation Planning (GCPR) Month | Sample
Data sources

Region Sub region Market Data type

Region 1 Sub Region 1 Market 1 GDP

Region 1 Sub Region 1 Market 1 Inflation rate
Region 1 Sub Region 1 Market 1 Unemployment rate
Region 1 Sub Region 1 Market 1 Promotional increases

Sample D
Region 1 Sub Region 1 Market 1 Promotional increases
Region 1 Sub Region 1 Market 1 Promotional increases
Region 1 Sub Region 1 Market 1 Current budget status
Region 1 Sub Region 1 Market 1 Total salary increases
Region 1 Sub Region 1 Market 1 Total salary increases
Region 1 Sub Region 1 Market 1 Total salary increases
Region 1 Sub Region 1 Market 1 Merit salary increases
Region 2 Sub Region 2 Market 1 GDP
Region 2 Sub Region 2 Market 1 Inflation rate
Region 2 Sub Region 2 Market 1 Unemployment rate
Region 2 Sub Region 2 Market 1 Promotional increases
Region 2 Sub Region 2 Market 1 Promotional increases
Region 2 Sub Region 2 Market 1 Promotional increases
Region 2 Sub Region 2 Market 1 Current budget status
Region 2 Sub Region 2 Market 1 Total salary increases
Region 2 Sub Region 2 Market 1 Total salary increases
Region 2 Sub Region 2 Market 1 Total salary increases
Region 2 Sub Region 2 Market 1 Merit salary increases

© 2023 Mercer LLC.

onth | Sample

Year Data source Publication date6

2021–2023 International Monetary Fund, World Economic Outlook Database January 2023
2021–2023 International Monetary Fund, World Economic Outlook Database January 2023
2021–2023 International Monetary Fund, World Economic Outlook Database January 2023
2021 Mercer's Salary Budget Snapshot January 2023

mple Data
2022 – –
2023 – –
2023 Mercer's Salary Budget Snapshot January 2023
2021 Mercer's Salary Budget Snapshot January 2023
2022 Mercer's Salary Budget Snapshot January 2023
2023 Mercer's Salary Budget Snapshot January 2023
2023 Mercer's Salary Budget Snapshot January 2023
2021–2023 International Monetary Fund, World Economic Outlook Database January 2023
2021–2023 International Monetary Fund, World Economic Outlook Database January 2023
2021–2023 International Monetary Fund, World Economic Outlook Database January 2023
2021 Mercer's Salary Budget Snapshot January 2023
2022 – –
2023 – –
2023 Mercer's Salary Budget Snapshot January 2023
2021 Mercer's Salary Budget Snapshot January 2023
2022 Mercer's Salary Budget Snapshot January 2023
2023 Mercer's Salary Budget Snapshot January 2023
2023 Mercer's Salary Budget Snapshot January 2023
Global Compensation Planning (GCPR) Month | Sample
Methodology

Glossary
Refer to the glossary for definitions of the terms used throughout this report, as well as other HR-related terms.

Download Glossary

This section provides information on the methods of collecting, collating and analyzing data for this product. You will also find notes on except
conversion rates along with a glossary of key terms.

Data collection
Data for this product were collected from the following primary data sources:

• Mercer's Salary Budget Snapshot (SBS)

Gross domestic product change and inflation data source:

• International Monetary Fund, World Economic Outlook Database

Click here for more information on inflation.

Unemployment rate data sources:
• International Monetary Fund, World Economic Outlook Database
• International Labour Organization, World Employment and Social Outlook Trends

Note: Sources may differ for select markets; refer to the data sources page for more information.

Data analysis
The results of other locally run Mercer surveys may differ to GCPR. This is largely due to the mix of companies participating in each of these s
companies than locally run surveys. Each set of data are valid according to the information provided. We recommend using more than one da
determining salary increase budgets.

Statistics
The following statistics are presented in this report:

P25 or 25th percentile: The data point that is higher than 25% of all other data in the sample when ranked from low to high. Also known as th

Median or 50th percentile: The data point that is higher than 50% of all other data in the sample when ranked from low to high.

Average: The sum of all data reported divided by the number of data observations in the sample. Also known as the mean.

P75 or 75th percentile: The data point that is higher than 75% of all other data in the sample when ranked from low to high. Also known as th

Prevalence: The percentage of companies that provided a response to a question with a defined number of options to choose from. For exam

• In single response questions, the sum of all responses may not equal 100% due to rounding.
• In multiple response questions, the sum of all responses will be greater than 100%.

N or sample size: The number of companies that reported data for the statistic.

En dash or “–”: The sample is too small to provide the statistic.

Excluding zeros: Represents salary increase budgets of companies that are increasing salaries (excluding salary freezes).

Including zeros: Represents salary increase budgets of all companies, including those with salary freezes.

Data masking
To ensure the confidentiality of all companies that provide data to Mercer’s surveys, statistics have been “masked” by displaying an en dash o

From 2023, A minimum of five data points are required to report the average, median, 25th and 75th percentile.

For data prior to 2023:

• A minimum of three data points are required to report the average and prevalence percentages.
• A minimum of four data points are required to report the 50th percentile or median.
• A minimum of five data points are required to report the 25th and 75th percentile.

Notes and exceptions

Economic indicators
Unemployment estimates and projections that are based on the World Employment and Social Outlook Trends are subject to a considerable d
of these estimates could differ.

Salary increase budgets

Values represent total and merit salary increase budgets (see Glossary for definition).

Bangladesh and India:

Most companies in this market consider "Comp 2" (guaranteed compensation) for benchmarking their pay and making compensation.

South Africa:
Values represent increase budgets for Total Guaranteed Package.

Promotional increases
Overall salary increase for promotion is representative of a percentage of base salary increase. Percentage of employees receiving a promoti

Exchange rates
Currency conversion rates as of February, 2023.
© 2023 Mercer LLC.