Page 21 - CCCA64_2009

CCCA_V3No4_Compensation-FIN.qxd:CCCA_V1No1_DriversSeat-FIN.qxd 11/24/09 1:13 PM Page 21 Cover online on Ipsos’ secure server. The usual response rate for a member survey is in the 5-8 per With the main purpose to report and benchmark compensa- cent range, says Aloy, but the In-House Counsel Compensation tion-related topics of Canada’s in-house counsel community, the & Career Survey generated a very gratifying 14 per cent survey asked more than 50 questions. response rate. These included demographic data (location, industry, tenure, The overall response creates a “good picture” of what is really experience, age, managerial responsibilities) and compensation happening in the area of corporate counsel compensation, he says. (base salary and increase in the past / current fiscal year, short- term compensation — bonuses, long-term compensation — A few surprises stock options, benefits). Generally, the survey showed what we’ve always felt to be the case In addition, the survey also asked respondents about their satis- in different areas, saysThe Counsel Network’s Bhathal. faction with the various components of their compensation pack- Still, as the survey suggests “before using the survey results as age; hours of work; balance between private and professional life; benchmarks,it is important to consider the profile of the respon- confidence in the future and satisfaction with career mobility. dent base. The majority of survey respondents came from A total of 1,095 completed surveys were received at the end Ontario, Alberta and British Columbia, particularly from the of the fielding period on June 22, 2009. large metropolitan centres.This reflects the location of company “We are very pleased with the response rate,”says Jean Baptiste headquarters and head offices, where in-house counsel are most Aloy, associate vice-president and employee research expert, likely to work.” Ipsos Reid. “What was a surprise to me was that in-house counsel iden- He explains that, in contrast to an employer survey, where tified the largest reason for making a move to another position employers ask employees to participate, the CCCA survey is is compensation (35 per cent),” says Bhathal. more accurately described as a member survey, noting that it was “In my opinion, compensation is always a critical factor, and sent primarily to CCCA members (85 per cent). is a motivating factor [in making a move], but I don’t think it is Highlights Career paths and responsibilities Eastern Canada; • 57 per cent of in-house counsel are sat- • In-house counsel have worked for • Base salaries are higher in the private isfied with their base salary: this score three employers, on average since sector versus public organizations, for is comparable to the Ipsos reference their call to the bar; example a $32,000 gap between govern- for Canadian managers; • 85 per cent have worked in private ment and publicly quoted companies; • The most comprehensive benefits practice; • The survey also found variations by packages appear to be in the public • Almost 95 per cent of in-house counsel industry, for example a $30,000 gap sector, especially Crown corporations; work full-time; between the oil & gas industry and • More than half of in-house counsel at • The average workweek is 47 hours; telecommunications industry; the executive level are eligible for stock more than 75 per cent of that time is • On average, the base salary of female options and their median bonus/ spent on “purely legal” activities. in-house counsel is 19 per cent lower incentive target amount represents 25 than that of their male counterparts; per cent of their base salary; Compensation women represent 60 per cent of coun- • Satisfaction with benefits and incentive • The average annual base salary for in- sel, but only 36 per cent of general programs is higher than satisfaction with house counsel in Canada is $146,000; counsel at the executive level; base salary (76 per cent and 63 per cent • There are significant regional differ- • A majority of in-house counsel reach a respectively); their satisfaction score ences in compensation levels, for exam- threshold after 10 years of tenure with concerning their benefit package is well ple, a $43,000 gap between Ontario and the employer; abovetheIpsos’referenceforCanada. HIVER 2009 CCCA Canadian Corporate Counsel Association 21