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Strategic Compensation Survey 2008 - Brazil
	Data Services

WHAT DIFFERENTIATES THE SCS SURVEY FROM THE “TRADITIONAL”
    COMPENSATION SURVEYS?

After five editions of Strategic Compensation Survey, Watson Wyatt is proud to confirm more than 170% increase in the number of participating companies of the Survey. This only reassures the certainty that, when building it up, Watson Wyatt team of specialists could translate the organizational interests and needs and also offer an efficient tool to assist total remuneration package management.

Due to the daily increasing challenges that Human Resources (professionals who are responsible for the remuneration programs and benefits management) are constantly facing, it is mandatory that when planning their actions, the companies have, as source of information, an instrument that brings together high technology, innovation and above of all, trustworthiness.

WHY DOES STRATEGIC COMPENSATION SURVEY PRESENT SO IMPRESSIVE GROWTH?

Watson Wyatt goes for a continuous improvement of Strategic Compensation Survey. Therefore, we annually revise the target of the Survey, in order to incorporate the most recent market demands, as well as, the main technological and methodological innovations.

Among our differentials are:

• The leadership and participation of Watson Wyatt’s senior consultants, who have broad and deep experience in consulting and compensation survey, in all the survey process and mainly in job positions comparison and company assistance in results;
• Different reports for senior management and for compensation specialists, both presented with key information, heightened by the use of graphs and tables to support interpretation. Each report aims to present detailed information about market trends for each one of the items included in the survey;
• Use of the Watson Wyatt position evaluation methodology, Global Grading System™, which enables companies to correlate:
  • From local results with other Watson Wyatt surveys developed in several countries;
  • Market results with the organization’s grading structure
• A catalog of surveyed positions, which is extensive and reflective of the organization’s structure;
• The option to include companies of your interested at competitive cost.
• Compare remuneration with a remuneration with panels selected from specific criteria of your company, for example, geographic regions, invoicing, performance segment, etc.

TOTAL COMPENSATION SURVEY

The target is to serve as a unique source of answers to all the questions on Total Remuneration. The Strategic Compensation Survey presents the results divided into four levels of remuneration that enclose:

Using certified methodology, the model allows clients to determine the value of benefits to employees.

CATALOG OF SURVEYED POSITIONS

There is no single compensation survey design that works for large, complex companies as well as small businesses – and every structure in-between. So Watson Wyatt's Strategic Compensation Survey includes varied components, to address the variety of organizational structures in the marketplace.

The comprehensive Catalog of Positions comprises nearly 450 positions — from CEO to assistant – that are found in all departments in most organizations. However, the catalog sums up the most relevant job positions, what makes possible speed for analysis as well as clarity in conclusions.

POSITIONS COMPARISON (JOB MATCHING) AND DATA COLLECTION

The job positions of your company will be compared with the typical job positions of the survey and evaluated through the Watson Wyatt world-wide system - Watson Global Wyatt Grading System, which makes possible comparisons, as for Job Position by Job Position Methodology, as for Job Evaluation Position Methodology (GGS).

PRESENTATIONS OF RESULTS

Executive Summary
For the human resources director, the CEO and the board of directors, the summary will present key survey findings concerning executive positions with managerial analysis, considering traditional methodology (job position comparison), job position evaluation through Watson Wyatt system (Global Grading System), as well as internal structure.

Technical Report
For compensation specialists, this report will be based on information from a panel of selected companies (minimum of 12). The report will include:

• Survey methodology and definitions;
• Detailed results for each surveyed position, including comparisons between your company and market statistics;
• Market curves based on the Global Grading System™ (Job Position Evaluation System);
• Results based on the company’s grading structure, it means, companies which have grades or internal rankings, can receive the results based on these classifications;
• Benefit Practice Qualitative Analysis;
• Forecasts of salary increases based on information provided by companies in the market;
• Analyses of and general comments on the market. .

Electronic Results Analysis
The survey results will also be available electronically to participants, at no additional cost, through Watson Wyatt’s results delivery system. This system enables users to visualize results a variety of ways, to generate an unlimited number of reports, to export results to Microsoft Excel and to update data by individual index.

Collective Meeting
Following the analysis phase, we will make a group presentation to all survey participants. We will present the market trends identified during the survey, our analysis of the survey results and our recommendations regarding how organizations can most effectively use the information.

STRATEGIC COMPENSATION SURVEY - WATSON WYATT

Watson Wyatt carries through an annual survey, right after delivering the results of the survey, an evaluation of the satisfaction of participating companies. The feedback from participants of the four editions was highly positive and essential for the improvement of the survey. It helped us establish the survey as one of the most reliable tools for compensation assessment in our market.

Of the feedback we received, some of the most noteworthy are the following:

• All participants would recommend Watson Wyatt to on projects of the same nature;
• 93% intend to participate again in the survey;
• 94% understand that the deadline for delivery of the results is adequate for assisting in their salary review;
• 94% understand that analyzed information are suitable with their needs;
• 94% of the participants reported that the Watson Wyatt team was always available for assistance during the survey process;
• 94% state that the data colleting files are easy to operate

Aligned with our principles of fostering closer relationships with our customers and providing innovative solutions, we would like to invite you to participate in the 5th edition of the Strategic Compensation Survey. We will also be delivering updated results at the end of the year. .

PARTICIPATING COMPANIES IN THE 5TH EDITION OF THE SURVEY

We highlight some of the participating companies of the 4th edition of the Strategic Compensation Survey. Should you be interested in obtaining the complete list of participating companies, please contact a Watson Wyatt consultant.

FEES

• Survey participation US$ 5,500.00
  
  The fees above include:
  
  - Executive Summary
  - Detailed Printed Report
  - Online Results Analysis System (3 panels)
  - Participation in the Collective Meeting

  We understand the importance of continuous support to companies related to results analysis and interpretation. Therefore, Watson Wyatt will be able to provide your company with:
   

• Individual Meeting for Results Presentation: US$ 750.00 (transfers expenses plus)
• Additional selected Panel: US$ 800.00

  Local taxes (ISS, PIS and Cofins) will be added to the fees

  Payments will be made as follows:
   

• 40% upon survey enrollment
• 60% upon delivery of results

  Economic Groups: consult us for special conditions.

Club Surveys

Watson Wyatt understands that another efficient form of survey conduction is through Club Surveys coordination. Therefore, in the year of 2007, Watson Wyatt has been responsible for the management of four Club Surveys that had used the Strategic Compensation Survey as complementation of its caparison panels.

SURVEYED SCHEDULE

Enrollment:	Up to May 30
Include data as of:	May 30
Delivery of results:	Beginning of August

ADDITIONAL INFORMATION

For more information about the Watson Wyatt’s Strategic Compensation Survey, please contact one of our consultants: