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Compensation
Base Pay
Merial targets base pay at a premium level against our competitive markets for talent and allows for differentiation based on individual performance, experience and abilities. Base pay is reviewed on an annual basis with merit increase consideration, typically in March, based on an employee’s performance and position to market.
Grade Levels
All Merial jobs are assigned to a global grading structure consisting of 22 grades. Grades of higher level positions have been calibrated globally through the Global Grading Project to ensure similar jobs have the same relative grade globally.
Salary Structures
The US maintains salary structures linked to the 22 grade levels based on the US market. Salary ranges are reviewed annually and adjusted as needed to keep up with market movement. Ranges are relatively wide to allow differentiation based on experience and performance over time. Ranges are wide enough to overlap between grades. Separate salary structures are created to reflect Local, National and Premium market locations based on cost of labor market data in each area Merial operates.
Premium Pay
Merial offers premium pay to non-exempt (hourly paid) employees for eligible overtime, shift premium, time worked on holidays, on-call time and emergency call-in.
Annual Incentive Plans
Merial employees participate in one of 2 types of annual incentive plans based on short-term goals.
Sales Incentive Plans (SIP)
Sales employees participate in sales incentive plans that are customized to the market they support and the type of sales role held. SIP plans target a competitive flat dollar amount per year paid in the form of commissions and bonuses in addition to base pay.
Merial Incentive Plan (MIP) &
Regional Merial Incentive Plan (RMIP)
All other employees participate in a plan that rewards employees based on a competitive target percentage of salary or earnings based on grade level which is then modified by business and individual performance. Employees at the Director level and above participate in the Merial Incentive Plan and employees below the Director level participate in the Regional Merial Incentive Plan. These two goals-based plans are very similar in design and align employees with the relevant goals.
Cash Long-term Incentive Plan (CLIP)
Director level and above employees are eligible for Merial’s global Cash Long-term Incentive Plan which rewards employees based on long-term overall company performance measured in overlapping three year periods.
Award & Recognition
The "On-the-Spot" program allows managers to reward employees with cash or non-cash awards in recognition of a specific work-related accomplishment that benefits the team, organization or Merial as a whole. Awards vary from $50 to $5,000 and are based on the employee’s level of contribution and impact to Merial.
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