Get access to the exclusive HR Resources you need to succeed in 2018!
SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Priority given to retaining and engaging high achievers
The average raise in base pay within the U.S. is expected to be 3 percent in 2015, up slightly from 2.9 percent in 2014, 2.8 percent in 2013 and 2.7 percent in 2012, according to Mercer’s 2014/2015 US Compensation Planning Survey. These findings are in line with 2015 salary projections previously reported by SHRM Online.
Salary increases for top-performing employees—roughly 8 percent of an organization's workforce—will be higher as companies continue to focus on retaining and engaging high achievers, the survey revealed.
Five-year trend of average U.S. base pay increases
Source: Mercer, 2014/2015 US Compensation Planning Survey. Includes companies budgeting 0% pay increases.
“Employee engagement and retention continue to be a top priority for employers,” Mary Ann Sardone, a partner in Mercer’s talent practice, told SHRM Online. “As a result, employers recognize that they need to reward top-performing employees. And while pay is still most important, they’re continuing to provide rewards beyond compensation in the form of training and career development.”
Mercer’s most recent survey on compensation trends includes responses from more than 1,500 midsize and large employers across the U.S. and reflects pay practices for more than 16 million workers.
Differentiation for Top Performers
As organizations strive to balance reward programs with budgets and the need to retain critical talent, they are analyzing key segments of their workforce and concentrating rewards on top performers.
Mercer’s survey shows the highest-performing employees received average base pay increases of 4.8 percent in 2014 compared to 2.6 percent for average performers and 0.1 percent for the lowest performers, indicating that the marketplace for top talent remains competitive.
Average Base Pay Increases as a Function of Performance
Percent of workforce
Average pay increase
Source: Mercer, 2014/2015 US Compensation Planning Survey. Based on companies with a five-point rating scale.
(For more on distribution guidelines, see the SHRM Online article Improving Performance Evaluations Using Calibration.)
Differentiation for Growth Sectors
Compared to the average pay increase of 3 percent in 2015, organizations within high-performing industries plan to grant higher raises. The energy industry is among the highest with a projected average pay increase of 3.5 percent. Other industries expect to award less next year, including consumer goods at 2.8 percent and nonfinancial services at 2.8 percent.
Average base pay increases by industry
(For a look at salary budget variances among major U.S. metro areas, see the SHRM Online article Salary Budget Increases Show Broad Consistency.)
Stephen Miller, CEBS, is an online editor/manager for SHRM. Follow him on Twitter @SHRMsmiller.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies