A customised survey is typically conducted when specific information regarding specialist staff / business practices is needed, within a specific comparator group. This type of survey is usually sponsored by an organisation, with participating organisation receiving a summary report (to encourage participation).
We invite organisations to participate in the survey, with specific reference to the remuneration levels and business practices that are required to be surveyed. This survey could include additional elements, such as conditions of employment, car allowances, benefits, leave practice, as examples.


Typically, a customised survey would run between 6 – 8 weeks, the illustration below provides a summary of the survey process:

At no point would any individual information be divulged to another organisation.



Emergence Growth is able to benchmark the remuneration of your staff against our salary survey database. Our survey database covers 180 countries globally, and every country in Africa.


Effectively, we are able to benchmark your staff against every market in Africa and almost all countries globally.
The purpose is to compare your organisation, from a remuneration perspective, against the market. Remuneration consists of both fixed and variable remuneration. The mix of these two kinds of remuneration should promote attracting and retaining talent without creating remuneration gaps. The information obtained is typically used for the following:

  • To obtain relevant, accurate, representative data on levels of pay and benefits for specific jobs in the organisation;
  • To adjust the pay levels of employees in response to changing market conditions;
  • To analyse pay-related problems;
  • To set pay mix;
  • To decide on starting rates;
  • To design and modify salary structures and pay scales;
  • To determine acceptable rates of salary progression in pay scales;
  • To determine the market rate and range for a position depending on the type and size of the job;
  • To provide guidance on pay review decisions and well as salary levels of individual employees; and
  • To identify special cases where market rates have to be paid irrespective of position in the hierarchy of the organisation (normally as a result of scarcity of skills).


The type of information that is available is as follows, and are components of the total rewards model:

  • Basic salary;
  • Benefits;
  • Cost to Company / Total Package; and
  • Short- & Long-term incentive trends.

Contact Surveys