1 Salaries by Experience 2 Salaries by Level 3 Benchmark List 4 Geographic List. 5 Salary Planning

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1 Table of Contents I Date Last Updated: 3/13/2014 Foreword 0 Part I Contents 1 Part II Introduction 1 1 Methodology/Disclaimer... - North America Edition 1 2 Methodology/Disclaimer... - UK/EU Edition 1 2 Part III Main Tabs 1 Salaries by Experience Salaries by Level Benchmark List Geographic List Salary Planning... 6 Part IV Using the Salary Assessor Software and Databases 6 1 Most Common... Tasks 6 2 Frequently Asked... Questions 7 Using the Salary... Assessor 1. What data... can be modified? 2. Can I alter... the graph? 3. Revenue... to use for Store Manager 4. What does... font color indicate? Data Background... Information 1. Is the Salary... Assessor a salary survey? 2. Inclusion... of bonus, incentive and other pay 3. Definition... of "years of experience" 4. Does one... year of experience mean entry level? 5. Is the Salary... Assessor a historical database? 6. What are the sources of data for salaries by level of responsibility, i.e, Level 1, Level... 2, and Level 3? 7. What does... the term "Assets" refer to for the Financial industry? Part V More Frequently Asked Questions FAQs Common... to Multiple Assessor Series Applications Where do the... numbers for salaries and wages come from? 2. Where do the... numbers for cost of living come from? 3. What is the... difference between wage and cost-of-living differentials? 4. How is wage... data compiled, and how old is the survey data used? 5. How is a job... selected for inclusion? What is the sample size? 6. What salary... surveys are used? 7. How many... incumbents are there? 8. How is salary... survey data weighted? I

2 II 9. How can ERI... report salaries by years of experience when some surveys don't? What is statistical... analysis? Can I use... this data as evidence for expert witness work? Different types... of job descriptions Is wage data... only from non-union employers? What do the... "incentive" amounts represent? Why isn't the... exempt status displayed? Is data normalized... to a 2080-hour year? Changing... the organization size type Setting the... salary planning date backwards; pro-rata figure Why can't... I find a certain position? Education... levels in position descriptions How should... I compare pay in different countries? How is the... National Average computed? Why is it different from others sources? Accessing... data for one quarter; quater-to-quarter comparisons Is revenue... "gross" or "net"? Do any of... the Assessors have a separate component for "security clearance" in the salary amounts? What is the... difference between User-Defined and Manual Averages? How high... up in pay do geographic pay differentials extend? Are commissions... included in compensation for sales positions? How do you... define "assets"? Why is the... ERI Closest Matching City found in a ZIP code search different than the Post Office City listed? How are data... from multiple salary surveys combined in the Assessor Series? Does ERI collect... data on per visit compensation? Does ERI report... target sales compensation? Executive... cash compensation in privately-held versus publicly-traded companies Why is organization... size important when analyzing compensation? What do the... "base salary" amounts represent? What do the... "total compensations" amounts represent? Why don't... you show pay figures for all public jobs? Why are results... different when comparing the XA and CA? 43 2 FAQs About... ERI Economic Research Institute What does... ERI do? 2. ERI vs. Competitors ERI background... to share with management 4. Which companies... use ERI data? 5. ERI data vs... data of major consulting firms 6. Why an annual... subscription? 7. How do you... keep your costs so low? 8. I need help!... How do I contact ERI? Part VI System Requirements System Requirements IP Address, Port... and URL Information 48 Part VII ERI Economic Research Institute 1 About ERI Contact ERI Subscriber... Services 49 3 ERI End-User... License Agreement 49 Part VIII Product and Ordering Information 50

3 III 1 ERI Products Updating Your... Subscription & Ordering Information 50 Updating Your... Subscription & Ordering Information Order & Install... from the Internet Part IX Additional Common Topics (Listed Alphabetically) Additional Resources APH Compliance Area Related... Topics 53 Definition of Geographic... Area (Salary / Wage Analyses) Definition of Geographic... Area (Cost of Living) Small Cities and... Towns in ERI's Database Requests for New... Areas Zz Areas Assessor Series... Applications 56 Salary Assessor... Salary Assessor... Background Geographic Assessor... Geographic... Assessor Background Relocation Assessor... Relocation... Assessor Background Executive Compensation... Assessor Executive... Compensation Assessor Background Nonprofit Comparables... Assessor Nonprofit... Comparables Assessor Background Occupational... Assessor (edot / edot+) Occupational... Assesssor (edot / edot+) Background ERI's Platform... Library ERI's Platform... Library Background DLC Wizard... DLC Wizard Background... ERI Distance Learning... Center Accessing a DLC... Self-Study Course Accessing the ERI... Distance Learning Center Assessor Series... Suites 72 Full Assessor... Series Professional Assessor... Series Consultant Assessor... Series Remuneration... Assessor Series 6 Copyright Conference Call... Symposiums 73 8 Demonstration... Version 73 9 DLC Related... Topics edot Code Downloading... Problems a Report Account... Information 78 III

4 IV 14 Employment... Law ERI and the Internet ERI Update Newsletter... Library esic Glossary of Compensation... and Benefits Terms Historical Analyses Industry Classification... Sources Inflation Rates Installation Topics FAQ - Installation... Question 1 Installation - DVD... Install Assessors... from DVD Update Assessor... Series Applications from DVD Install ERI's... Platform Library from DVD Installation - Internet... Install Assessor... Series Applications from the Internet Install ERI's... Platform Library from the Internet Installation - Network... Installation - Thin-Client... Solution License Code... Check Your... License Code Uninstall ERI's... Software Products Installation Information... Macintosh Notes... Automatic Updates Links to Third... Party Web Sites Maximum Reasonable... Compensation Means/Medians NAICS Percentiles Proxy Server... Setup Running Assessor... Series Applications 101 Running ERI's... Platform Library Saving User-Defined... Settings Section Compliance Semantic Search Survey Questionnaires SVP Technical Support Tutorials User Defined... Average View Area Maps VPAT

5 Part X Additional Salary Assessor Topics (Listed Alphabetically) V Alternate Titles Available Surveys Base Salary... Graph Benchmark... List Background Browse Areas... Dialog Box Browse Areas... Menu Browse Industries Canadian Counties Cities Within... a Radius of Another Copy to Clipboard Create User-Defined... Average Create User-Defined... Average Dialog Box Currency Customize Table Data That Affect... Salaries Date Last Updated Definition of... Levels Edit Position... Description Edit User-Defined... Average Edit User-Defined... Averages Dialog Box Employee Populations Enter New Job Exchange Rate Filter Areas Find Next Find Text Geographic... List Background Go to First Row Go to Last Row Go to Row Hot Keys Hybrid Job... Detail Hybrid Positions Import a Pay... Grade Import Areas... to Geographic List Import Jobs... to Benchmark List Import to Salary... Planning Sheet 142 V

6 VI 38 Input City Dialog... Box Internet Menu List Cities Within... a Radius of Another Load Data Mental Demands Methodologies/Disclaimers Pay Period Personalize... Report Planning Date... Salary Adjustments Printing Reliability Statistics Request a New... Job Restore Deleted... User-Defined Averages Salaries by... Experience Background Salaries by... Level Background Salary Assessor... Descriptions Salary Planning... Background Salary Planning... Departments Save Data Select Location Select User-Defined... Average Set Filter Options Sort Table View Positions... within Selected Industry ZIP Code Search... Dialog Box 163 Index 164

7 Contents 1 1 Contents Introduction Introduction to ERI's Salary Assessor Software and Databases Methodology/Disclaimer - North America Edition Methodology/Disclaimer - UK/EU Edition Main Tabs Salaries by Experience/Size Salaries by Level Benchmark List Geographic List Salary Planning Using Salary Assessor Software and Databases Most Common Tasks Frequently Asked Questions System Requirements System Requirements IP Address, Port and URL Information ERI Economic Research Institute About ERI Contact ERI ERI End-User License Agreement Product and Ordering Information ERI Products Updating Your Subscription & Ordering Information 2 Introduction 2.1 Methodology/Disclaimer - North America Edition Please see the Salary Assessor Methodology/Disclaimer - North America. A PDF viewer is required to open this file. If you don t have a PDF viewer installed, you can download the free Adobe Reader. If your Adobe Reader installation is complete, then please click on the link above. 2.2 Methodology/Disclaimer - UK/EU Edition Please see the Salary Assessor Methodology/Disclaimer - UK/EU. A PDF viewer is required to open this file. If you don t have a PDF viewer installed, you can download the free Adobe Reader. If your Adobe Reader installation is complete, then please click on the link above.

8 2 3 Main Tabs 3.1 Salaries by Experience Salaries by Level Benchmark List Geographic List Salary Planning Salaries by Experience Click on a specific area of the table below, or click here for background information.

9 Main Tabs 3.2 Salaries by Level Click on a specific area of the table below, or click here for background information. 3

10 4 3.3 Benchmark List Click on a specific area of the table below, or click here for background information.

11 Main Tabs 3.4 Geographic List Click on a specific area of the table below, or click here for background information. 5

12 6 3.5 Salary Planning Click on a specific area of the table below, or click here for background information. 4 Using the Salary Assessor Software and Databases 4.1 Most Common Tasks The Basics Save Data (Save a *.SAL File): See Save Data Load Data (Open a Saved *.SAL File): See Load Data Print a Report: See Printing Copy Data to a Spreadsheet or Word Processor: See Copy to Clipboard Jobs/Positions Select a Job: See Enter New Job Create a Hybrid Position: See Hybrid Positions

13 Using the Salary Assessor Software and Databases 7 Filter Jobs: See Set Filter Options View a Job Description: See Salary Assessor Descriptions Edit a Position Description: See Edit Position Description View/Select All Positions within an Industry: See View Positions within Selected Industry Organization Data View and/or Edit Organization Data (Data That Affect Salaries): See Data That Affect Salaries Tables/Graphs Customize Table: See Customize Table Mean vs. Median Salaries: See Mean/Median Sort a Table: See Sort Table Change the Pay Period: See Pay Period Make Changes to the Base Salary Graph: See Base Salary Graph View Dots (Probable Salary Points) on the Graph: See Base Salary Graph Change the Percentiles on the Table: See Percentiles Salary Assessor Data Background Information View Survey List: See Available Surveys View Incumbent Information: See Employee Populations View Hybrid Position Information: See Hybrid Job Detail View Reliability Statistics: See Reliability Statistics View Methodology: See Methodology/Disclaimer Frequently Asked Questions: See FAQ - SA/SA+ Data Background Information Using ERI'S Platform Library See ERI's Platform Library Using ERI on the Internet See Internet Menu Using Hot Keys See Hot Keys 4.2 Frequently Asked Questions Click to select one of the following categories of Frequently Asked Questions: Installation Using the Salary Assessor (SA/SA+) Software and Databases SA/SA+ Data Background Information FAQs Common to Multiple Assessor Series Applications FAQs About ERI Economic Research Institute Installation How do I install the quarterly update I received? For all other questions regarding installation, please access the on-line Technical Support available from or refer to the "Install.txt" file on ERI's Platform Library DVD. Using the Salary Assessor Software and Databases 1. What data may be modified and how will it affect salaries? 2. Can I alter the graphs? 3. For the position "Store Manager", the salaries vary greatly based on whether I use an individual store revenue or the entire chain revenue (under "Data That Affect Salaries"). Should I use the

14 8 4. revenue for the store or the entire organization? What does font color indicate? Salary Assessor Data Background Information 1. Is the Salary Assessor software database a salary survey? 2. Do salaries reported in the Salary Assessor software and databases include bonuses or incentive pay or other compensation? 3. What is the definition for 'years of experience' utilized by ERI to determine salaries? Does 'years experience' mean? 4. Does one (1) year of experience represent entry-level? 5. Is the Salary Assessor database a historical database? If I run a report one quarter using a past date, then run a report the next quarter using the same past date, will the salaries/wages reported be different? 6. What are the sources of data for salaries by level of responsibility, i.e, Level 1, Level 2, and Level 3? 7. What does the term "Assets" refer to for the Financial industry? FAQs Common to Multiple Assessor Series Applications 1. Where do the numbers for salaries and wages come from? 2. Where do the numbers for cost of living come from? 3. What is the difference between wage and cost-of-living differentials? 4. How is wage data compiled and how old is the survey data used in ERI analyses? 5. How is a "job" selected to be included in the Assessor Series? What is the wage and salary survey sample size? How do we know that a valid sample size was used to calculate the Assessor Series area wage differentials? 6. What salary surveys are used by ERI? Is there a way to find out which surveys are providing the data for a specific position in a specific geographic location? 7. We use ERI data in business valuation to assist with determining reasonable compensation for owners. In litigation, attorneys request the sources of the numbers and the size (number of incumbents) of the survey. Is there any way to find out how many respondents there are? Where do I find this information? 8. How is salary survey data weighted? 9. How does ERI reconcile weighted average and median pay data with position years of experience ranges when some salary surveys do not report years of experience? 10. What is statistical analysis and how is it applied to salary and wage data? 11. Can I use the Assessor Series software database data as evidence for expert witness work? 12. Why are there different types of job descriptions available in the Assessor Series applications? 13. Can you confirm that the Assessor Series wage data comes only from non-union employers? 14. What do the "Incentive" amounts represent? 15. From other surveys I have used, the exempt status of each job was included. Is this not an option with this software? 16. Is the salary/wage data normalized to a 2080-hour year? 17. For executive compensation analyses, can I change the organization size from Revenue to Fiscal Year Budget? 18. When I set the salary planning date backwards, the Annualized Salary Trend displayed is one value (for example 3.00%), but the "Adjustment", or pro-rata figure, is a completely different value (for example, -2.91%). Why are they different? 19. Why can't I find a certain position? 20. Do position descriptions include requirements for advanced degrees? Do the salaries found in the Assessor Series software and databases assume specific levels of education? I know what to pay someone with 13 years of experience, but how would I take into account that the person has a Ph.D.? 21. How should I approach comparing pay in two different countries? Can I use Assessor Series data to compare a position in Canada with its counterpart the United States? If I'm trying to develop geographic differentials for my company's US branch offices, as well as some branch locations in other countries, how do I translate US pay levels for foreign offices? 22. How does ERI compute National Average values? An alternate source that I'm using shows a

15 Using the Salary Assessor Software and Databases 9 different salary for 'X City' and a different salary for the National Average. How do you explain this? 23. Why can we access the data only during the quarter for which it is released? I understand that you want your customers to access the most up-to-date data, but what if we wish to compare this quarter with previous quarters' data? 24. We are looking at executive compensation in the Assessor Series products and have a question concerning revenue as to whether it is "gross" or "net"? 25. Do any of the Assessors have a separate component for "security clearance" in the salary amounts? 26. What is the difference between User-Defined and Manual Averages? 27. How high up in pay do geographic pay differentials extend? 28. Are commissions included in compensation for sales positions? 29. How do you define "assets"? 30. Why is the ERI Closest Matching City found in a ZIP code search different than the Post Office City listed? 31. How are data from multiple salary surveys combined in the Assessor Series? 32. Does ERI collect data on per visit compensation? 33. Does ERI report target sales compensation? 34. What is the relationship between executive cash compensation in privately-held versus publiclytraded companies? 35. Why is organization size important when analyzing compensation? 36. What do the "base salary" amounts represent? 37. What do the "total compensations" amounts represent? 38. Why don't you show pay figures for all public jobs? 39. Why are results different when comparing the XA and CA? FAQs About ERI Economic Research Institute 1. What exactly does ERI do? What is the value of ERI's products to me? 2. How does your data compare with other firms who provide cost-of-living or wage and salary data? 3. What background regarding ERI can I share with management when discussing my organization's use of ERI data? 4. Which companies use ERI data? 5. What is different about ERI's software and data products than those provided by major consulting firms? 6. Why do you sell your data on an annual subscription basis? 7. How do you keep your costs so low? 8. I'm having trouble using an ERI software application. How can I contact ERI? Using the Salary Assessor What data can be modified? QUESTION: What data may be modified and how will it affect salaries? Organization Data: See Data That Affect Salaries. You may specify a particular predefined/listed area (city, statewide average or country average) or a User-Defined Average. You may also trend salary data forward or backward to any desired Salary Planning Date and adjust base salary information by inputting the industry and organization size. Organization Name: Please note that your inputs to the Organization Data menu will show on printouts, including the Organization Name. In this way, your printouts may be personalized. Please note additionally, the Personalize Report option (File Print Personalize) that allows you to include the analyst's organization name and contact information at the bottom of each print report. Location: When initially booted, the Salary Assessor software and databases load a default specification of United States Average (postal code 00000). If you subscribe to the Geographic Assessor software and databases, the Salary Assessor software and databases will allow you to

16 10 select from any of 7,200+ additional US and Canadian cities and towns. UK/EU edition subscribers may access several hundred additional areas. You may average several locations to a "User-Defined Average" or labor market area, or you may append multiple areas to the Multiple Area Listing Table. See Select Location. Industry: When initially booted, the Salary Assessor software and databases load a default specification of "All Industry Average." Because codes can vary with different publications, be sure to match an industry by title, rather than by code alone. Please refer to the Methodologies for information in industries. See Browse Industries. Organization Size: When initially booted, the Salary Assessor software and databases load a default specification of $100 million in revenue. Organization size for most positions and industries is defined in terms of annual revenue. For some positions and industries, the organization size is defined in terms of assets, Fiscal Year Budget (FYB), or # of employees. See Data That Affect Salaries. Salary Planning Date: When initially booted, the Salary Assessor software and databases load a default specification of today's date (the current PC or system date). You may select any salary planning date and the Salary Assessor software and databases will automatically trend salary calculations forward or backward to the date specified. For Salary Planning Date adjustments, ERI bases our salary increase rates on the Salary Increase Survey & Forecast (free to ERI subscribers through the Platform Library). See Data That Affect Salaries Can I alter the graph? QUESTION: Can I alter the graphs? The Salary Assessor software and databases allow for the varying of the X- and Y-axis. For example: Graph Data The graph presentation of data for an individual job will display mean or median (depending upon your selection) salary range data for the job and organization data specified. In many cases, you may note that the graph displayed is a series of three curved lines, reflecting data stored as an "nth degree" polynomial equation. X-Axis: The x-axis shows years experience, or tenure, for most jobs. For some executive titles and industries, the organization size will define the x-axis. Size will be either revenue (most industries), assets, or fiscal year budget (FYB), depending upon the industry and job specified. Y-Axis: The y-axis shows the dollar salary range from entry level to maturity experience (for that job). All US area comparisons default to display US dollars. All Canadian area comparisons default to display Canadian dollars. To customize graph settings, see Base Salary Graph Revenue to use for Store Manager QUESTION: For the position "Store Manager," the salaries vary greatly based on whether I use an individual store revenue or the entire chain revenue (under "Data That Affect Salaries"). Should I use the revenue for the store or the entire organization? You should use the revenue of the individual store for the position Store Manager. For other positions such a Controller, the revenue of the entire organization should be used.

17 Using the Salary Assessor Software and Databases What does font color indicate? QUESTION: What does font color indicate? Red font, in any of the Assessor Series software databases, is an indicator of a user modification to ERI salary data. For example, if a job description is edited and saved, then the values in the salary tables on the Salaries By Experience/Size and Salaries By Level tabs will appear in red font (when the modified edot Description is selected). If the Organization Data was previously saved to a file, all user modifications to all of the Salary Assessor software tables were also saved (see Save Data). The last file saved is always the first file opened when the application is re-opened. The status bar at the bottom of any main table will display what file is open. Even if you ran the new quarterly update, the Salary Assessor software and databases will still display and calculate for any user modifications saved to the last opened file. Blue font often indicates a field where modifications can be made. For instance, on the Salaries By Experience/Size tab, all of the fields in blue font can be adjusted.

18 12 In the Enter New Job screen, jobs may be displayed in bold black, black, dark red or gray font color as follows: 1. Bold Black font indicates surveyed jobs and digitized or leased employer-provided data from identified targeted (actual and potential) participant employers. 2. Black (regular font) titles are surveyed jobs not likely in this industry with differentials applied to all-industry, employer-provided data (e.g., the pay of a Nuclear Engineer working in public education). 3. Dark Red font indicates that the subscriber has changed the content of the job description either by editing prose in the job description or by combining two or more jobs into a hybrid job. 4. Gray font indicates jobs with salary information that is not available in the Professional Edition of the Salary Assessor (e.g. executive level jobs). Compensation data for these executive level jobs is available in the Consultant Edition.

19 Using the Salary Assessor Software and Databases 13 In the example above, the Metal Mining industry (esic 1000) was selected Data Background Information Is the Salary Assessor a salary survey? QUESTION: Is the Salary Assessor software database a salary survey? Salary values of the Salary Assessor software and databases are the compiled results of licensed UK, European, Canadian, and US salary surveys and datasets collected and analyzed by ERI, as well as a nalyses derived from millions of data points gathered annually from loan and employment applicant earnings verifications, digitized public records including the US SEC, OCR of US IRS returns, and ERI patented online surveys. The Salary Assessor software and databases are easy-to-use and are a source of position salary data that complements the Geographic Assessor software and databases. The Salary Assessor software and databases are designed to be as simple to access as taking a survey down from the shelf and looking up survey data for a particular position. Unlike a book, however, the software will perform functions which must otherwise be calculated by hand (e.g., applying a geographic differential adjustment to a specific job or trending data forward and backwards to specific planning dates). The Salary Assessor software does not reproduce data reported by any copyrighted (privately conducted) survey. This would be copyright infringement and would undermine the sales of individual surveys. Many surveys are produced by small proprietors, struggling to maintain quality control in an industry dominated by large consulting firms and the federal government OES surveys. These survey publishers need both your and our support. ERI performs analyses on a combination of published data based upon over 25 years of knowledge of wage surveys. Positions found within the Salary Assessor databases are those for which multiple salary survey sources are available and for which reported data has been condensed, modified and compiled Inclusion of bonus, incentive and other pay QUESTION: Do salaries reported in the Salary Assessor software and databases include bonuses or incentive pay or other compensation? The Geographic List table and the Benchmark List table report base pay only. However, base pay, incentive pay, and total compensation may be analyzed individually in the Salaries by Experience/Size table. Bonuses are generally a function of profitability, performance, industry and other non-geographic

20 14 variables. The Proxy Analyses table of the Executive Compensation Assessor software and databases does report bonus pay as part of its maximum reasonable compensation function. Base pay, incentive pay, and total compensation are also reported separately in the Individual Profile table Definition of "years of experience" QUESTION What is the definition for "years of experience" utilized by ERI to determine salaries? Does "years of experience" mean: Years an individual has been at a specific position for the individual's current employer? Years an individual has been at a specific position at any employer? Years an individual has been in the work force? "Years of experience" generally refers to total years of directly related experience in a position from any and all employers. Through data analysis, ERI determines the maximum years of experience for each job, and then reports the All Incumbent Average at the mid-point between one year of experience and maximum years of experience. ERI methodology tracks the salaries and experience reported by multiple sources. By using multiple sources, the relationship between experience and pay becomes more robust (with natural "checks" on outlier data) than if just a single survey source is utilized. Please note, the default UK/EU version of the Salary Assessor does not report salaries by years of experience as "pay by years of experience" is often considered to be discriminatory in Europe. To display this hidden feature, select View Salaries by Experience Does one year of experience mean entry level? QUESTION: Does one year of experience represent entry level? One year of experience represents the average (or mean) wage during the first year of employment. Please note: ERI reports salaries for actual incumbents reported in actual surveys of employers, so those data would represent standard practices ranging from the very least qualified to the very most qualified job holders. For example, attorney and medical doctor are both positions where surveys only report earnings of properly qualified and duly licensed practitioners Is the Salary Assessor a historical database? QUESTION: Is the Salary Assessor database a historical database? If I run a report one quarter using a past date, then run a report the next quarter using the same past date, will the salaries/wages reported be different? The Salary Assessor reports the most recently available salary data each quarter. When you set the Planning Date back in time, the software uses an algorithm which yields values from the annualized trend which can be adjusted by the user. On the other hand, the Proxy Analyses Comparable Companies feature of the Executive Compensation Assessor software and databases does contain static historical data by company. See the Executive Compensation Assessor software Help topic "Comparable Company Options" for more information on downloading historical proxies and 10-Ks. Please note: ERI is constantly building this historical database and believes that it is already one of the largest historical depositories available. You may also use the Proxies/10-Ks/Summary Table feature of ERI's Platform Library (found via the

21 Using the Salary Assessor Software and Databases 15 Additional Resources button) to access historical data. For historical research, individuals may also be interested in reports provided by ERI Salary Surveys What are the sources of data for salaries by level of responsibility, i.e, Level 1, Level 2, and Level 3? QUESTION: What are the sources of data for salaries by level of responsibility, i.e, Level 1, Level 2, and Level 3? The data sources used for reporting salaries by level differ from those sources used for salaries by years of experience. The Salary Assessor's Salaries by Level tab is based on matching ERI Survey Descriptions with job/survey descriptions of available salary survey sources. When the Salaries by Level tab is active, if the position selected is reported based on skill/responsibility level, then distinct levels (for a total of six rows) of data are displayed (for example, "Architect"). See Definition of Levels. Some positions are not reported by level (for example many Supervisor job titles report only a single level), and therefore only three rows of data are displayed: Base Salaries, Incentives and Total Compensation. While ERI has been gathering salary data since the 1980s, our original data was gathered by years of experience and all incumbent market values. In the late 1990s we began to also gather data by levels within a job. To assure reliability, we verified for several years to make sure our quality standards were met. Software programming was completed in time for us to incorporate levels in All non-executive positions in the Salary Assessor now feature reporting of salaries by level What does the term "Assets" refer to for the Financial industry? QUESTION: When determining organization size, what does the term "Assets" refer to for the Financial industry, specifically esic codes and ? For this industry, "Assets" refers to Assets Under Management (AUM). Owned assets, items such as office furniture and computers, are not predictive of compensation and can be disregarded for the Assets field. For more information on organization size, please see Data That Affect Salaries. 5 More Frequently Asked Questions FAQs Common to Multiple Assessor Series Applications 1. Where do the numbers for salaries and wages come from? 2. Where do the numbers for cost of living come from? 3. What is the difference between wage and cost-of-living differentials? 4. How is wage data compiled, and how old is the survey data used? 5. How is a job selected for inclusion? What is the sample size? 6. What salary surveys are used? 7. How many incumbents are there? 8. How is salary survey data weighted? 9. How can ERI report salaries by years of experience when some surveys don't? 10. What is statistical analysis? 11. Can I use this data as evidence for expert witness work? 12. Different types of job descriptions

22 Is wage data only from non-union employers? 14. What do the "incentive" amounts represent? 15. Why isn't the exempt status displayed? 16. Is data normalized to a 2080-hour year? 17. Changing the organization size type 18. Setting the salary planning date backwards; pro-rata figure 19. Why can't I find a certain position? 20. Education levels in position descriptions 21. How should I compare pay in different countries? 22. National Average - How is it computed? Why is it different from others sources? 23. Accessing data for one quarter; quarter-to-quarter comparisons 24. Is revenue "gross" or "net"? 25. Do any of the Assessors have a separate component for "security clearance" in the salary amounts? 26. What is the difference between User-Defined and Manual Averages? 27. How high up in pay do geographic pay differentials extend? 28. Are commissions included in compensation for sales positions? 29. How do you define "assets"? 30. Why is the ERI Closest Matching City found in a ZIP code search different than the Post Office City listed? 31. How are data from multiple salary surveys combined in the Assessor Series? 32. Does ERI collect data on "per visit" compensation? 33. Does ERI report target sales compensation? 34. What is the relationship between executive cash compensation in privately-held versus publiclytraded companies? 35. Why is organization size important when analyzing compensation? 36. What do the "base salary" amounts represent? 37. What do the "total compensations" amounts represent? 38. Why don't you show pay figures for all public jobs? 39. Why are results different when comparing the XA and CA? FAQs About ERI Economic Research Institute 1. What does ERI do? 2. ERI vs. Competitors 3. ERI background to share with management 4. Which companies use ERI data? 5. ERI data vs. data of major consulting firms 6. Why an annual subscription? 7. How do you keep your costs so low? 8. I need help! How do I contact ERI? 5.1 FAQs Common to Multiple Assessor Series Applications Where do the numbers for salaries and wages come from? QUESTION: Where do the numbers for salaries and wages come from? For over 20 years, ERI s methodology has been designed so as to be a premier provider of quality information and survey data. All salary surveys sources for jobs have been carefully evaluated for validity, reliability and use. Unreliable data sources and questionable data are identified and excluded from ERI s analysis in order to assure ERI s findings continue to meet the criteria of expert witnesses and acceptability in courts of law. ERI methodology has evolved over the past two decades in our pursuit of the highest quality standards in our expanded offering of products. During the past two decades ERI has won the patent for online interactive salary surveys, managed that patented survey for over 10 years, seen the emergence of the Internet and supporting technologies such as optical character recognition data retrieval, built trusting

23 More Frequently Asked Questions 17 relationships where we exchange data and products with 100s of survey firms, and contracted for leased proprietary datasets. We also purchased PAQ Services, whose PAQ questionnaire has been collecting precise salary and incentive survey data since 1974, with over a million subject matter expert field job analyses in its databases. ERI Economic Research Institute now collects data regarding competitive rates of pay, as well as COL and job characteristics, in 37 countries (including the US, Canada, UK and the EU). Data sources and survey methods can be characterized as: 125 industry-specific compensation surveys, 18 job function surveys, and 2 benefits surveys conducted by ERI Salary Surveys ERI's digitization of public records (e.g., in the US, SEC 8-Ks, 10-Ks, proxies, annual reports, Form 5500s, Form 990s/EZs/PFs, etc.) using optical character recognition (OCR) and manual input. ERI also leases data and digitizes all publicly traded international annual reports that report executive remuneration data, along with leased Canadian SEDAR data. Data collected via ERI's patented (March 2005) online interactive salary surveys. With Patent Nos. 6,862,596 and 7,647,322, ERI s online surveys collect millions of annual inputs. Benefits, cost-of-living, and college entrance hiring rates are collected in addition to competitive salary levels. Participant organizations, incumbent counts, and rates of error are included in Assessors if identified as employer-provided data. Each year, ERI Salary Surveys data becomes more robust and more used. PAQ Field Analyst and Web Collection - PAQ questionnaires have been collecting salary and bonus input since Collected and analyzed published surveys (from exchanges with license agreements, where copyright laws allow) where consensus published norms might exist. ERI has used this rule since the mid 1980s: must exist in three or more published surveys. See Assessor Series FAQ #6 concerning salary surveys used. Large survey databases and other leased datasets (see Methodology/Disclaimer for required disclosures). Leased data are provided by GuideStar, D&B, the UK National Statistics Office, SEDAR, Statistics Canada, the US IRS, Mergent, and Morningstar. Other published data, such as labor contracts or legislated pay norms (e.g., state of California union health care, the Netherlands pay schedule(s), Australian minimum rates, etc.), may be included. Government data. This includes National Statistic Offices in the UK, Canada, Portugal, etc. In the US, this includes DOL OES, BLS CEW, Census earnings, and other non-copyrighted data sources. OES data, which is typically conservative values due to immigration applications, can be found in the Prevailing Wage module of the Geographic Assessor & Survey (Consultant Edition). The C3 Job Family Matrix found in the Global Salary Calculator s international job family remuneration survey captures data for 70 countries within a job family construct (as compared to the Assessor Series' job-specific construct). ERI has collected all job postings from one of the major job boards since 2006 under an exclusive lease agreement; digitized work measures and job counts are extracted. To assure the quality of our data, we do not conduct data mining of job postings for pay data as the values are generally very high and statistically worthless for most compensation analysis purposes. Skill requirements and identification of specific jobs are of more interest to ERI. Analysis is conducted on salaries by geographic area, organization size, job level, years of experience, and industry.

24 18 In summary, ERI has grown its data collection from a simple outsourcing of salary survey analyses into being a full-fledged survey and research firm utilizing proven methodologies and sources. A question to ask any provider of competitive salary information is where do you get your data? Over the next ten years, ERI expects the trend of seeing fewer and fewer viable salary survey organizations and surveys to continue. Unless other providers of salary information are optically reading, sponsoring their own surveys, leasing identified databases and/or taking the time and resources needed to research legislated, union, and other sources, then some obvious conclusions can be drawn as to the other providers' data and reliability. The quality of ERI data is what distinguishes ERI from other providers. For an explanation of incumbent counts, see Assessor Series FAQ #7. To learn more about how data from multiple salary surveys are combined in the Assessor Series, see Assessor Series FAQ #31. Please see your Assessor Methodology and employer-provided sources for more information Where do the numbers for cost of living come from? QUESTION: Where do the numbers for cost of living come from? ERI collects, compiles and analyzes data relating to cost of living from available sources and researches areas which are not commonly surveyed individually. A different regression model is used for each of the separate cost-of-living categories to predict the movement of costs across size, spending level, time, etc. ERI downloads actual housing sales data from commercially available sources. Gasoline, consumables, medical care premium costs, and effective income tax rates are also just as accurately collected from authoritative online databases, and ERI research staff audit these sources with special area research projects. Again, what distinguishes ERI from other cost-of-living sources is that we attempt to provide an affordable in-house resource rather than an expensive consulting service What is the difference between wage and cost-of-living differentials? QUESTION: What is the difference between cost-of-living and geographic pay differentials? Wage and salary differentials reflect the local demand for and supply of labor. Cost of living is dictated by the local demand for and supply of goods and services. ERI subscribers may also come across the term "buying power," which is the inverse of cost of living. Cost of living is the cost of purchasing goods and services, as determined by the demand and supply of goods, services, and property. For example, if the cost of living is 10% higher in an area, the buying power is approximately 10% less in that area. This demand for and supply of goods and services are defined in terms of the data ERI surveys for Assessor Series cost-of-living databases. This data is downloaded from existing sources and includes: rental rates, housing prices, income taxes, property taxes, gasoline prices, medical costs/services, major retail grocery and drug store prices, etc. Cost-of-living differentials, as reported by ERI, reflect cost models at different income levels (e.g., an auto of "x" value driven "x" miles/kilometers, home rental with no mortgage income tax deductions, home ownership with income tax mortgage deductions, etc.). Local wages and salaries do not indicate the local cost of living. Cost of living indicates the comparable local buying power for any given salary. Most compensation professionals agree that when a company is hiring from the local work force (that

25 More Frequently Asked Questions 19 is, when no transfer or relocation occurs), wages and salaries are set according to market pricing of wages and salaries only. In general, branch pay should be dictated by market pricing of wage/salary differentials only. While employees may find it more desirable for their pay to be adjusted for local cost-of-living variances, this is an extremely unusual practice, and in many cases will not be cost effective for the employer. That is, in many cases the employer would be competing against organizations with relatively lower compensation costs and, thus, be at a competitive disadvantage. In most cases, cost-of-living is considered only when an employee incurs new expenses due to an "internal" move from one branch office to another. In this situation, the new salary would be set according to the destination market (local wage and salary level). Then, any cost-of-living allowance would be awarded separately from salary and for a finite period of time. It is undesirable to build a cost-of-living adjustment into salary, as the integrity of the current salary administration program will be compromised. For instance, the transfer of personnel into an office where locally hired employees would be earning lower salaries than the transferee's "cost-of-living adjusted salary" is an undesirable and avoidable situation. The transfer of personnel into an area where local competitors' employees would be earning higher salaries than the transferee's "cost-of-living adjusted salary" is an equally undesirable and avoidable situation. Better solutions would include the award of a one-time (lump sum) moving bonus or a gradually decreasing three-year cost-of-living allowance, which is awarded separately from the new locally adjusted competitive salary. Each organization's unique situation (tax considerations, cash-flow, etc.) will dictate the best method for handling cost-of-living allowances. A random telephone survey by ERI's Director found that only 2% of ERI subscribers pay "the same for all jobs nationally, but vary levels by the cost of living." All other surveyed subscribers stated that they ignore cost of living and concentrate on the demand and supply/ local market pricing to administer geographic pay differentials. For more information, please see the ERI Research White Paper, "COL Impact Up, Merit Pay Down?" How is wage data compiled, and how old is the survey data used? QUESTION: How is wage data compiled and how old is the survey data used in ERI analyses? ERI collects, compiles and analyzes many variables relating to the market pricing of wages and salaries from new surveys and sources each quarter, including position, base pay, area, industry and company size data. As described in the FAQ answering the question, "Where do these numbers come from?," data is also collected via OCR technology, ERI's espideri datamining, ERI's patented wage, salary, cost-of-living, college graduate and benefit surveys, analyses of other surveys, leasing of proprietary datasets, PAQ, and national statistics (see and census data (many small EU countries have conclusive data in their census). For any given position, area, industry, etc., the number of employees may be in the hundreds or thousands of incumbents (homogenous job family types). All data collected is updated to a common reference date. As surveys and data are collected/published at different times during the year, we provide the additional service of year-round analysis and quarterly updated releases of our software databases. This ensures that our customers are always accessing the most "up to date" information available. The data always reflects the most recent data available (taking care not to violate the FTC "safety zone"). As a further quality control check, current norms of central tendency are cross checked utilizing the preceding period's data. Beginning in the mid 1980's with the creation of the Assessor Series, ERI has generated a single polynomial curve for each Assessor Series job. Picture a graph with the

26 20 x-axis spanning the years 1977 to 2014, where a single source/survey's data for a job is shown as a dot with an incumbent count and a measure of variability (standard error, deviation, etc.). Picture three dots for 1977, eight dots or surveys for 1978, etc. This long-term study (a curve cut through many years of dots of varying power) allows ERI to establish strict quality control standards, providing protection from a single year's variance created by any particular survey (a high or low dot/survey in the current year). It takes powerful data to significantly alter an Assessor Series job value curve. All these curves' slopes differ; for more discussion, see ERI's Salary Increase Survey & Forecast found at or ERI's Platform Library DVD. If jobs did not differ in their increase rates, one would only need to purchase a salary survey from some past year and increase all jobs' values by a common percentage over subsequent years To learn more about how data from multiple salary surveys are combined in the Assessor Series, see Assessor Series FAQ # How is a job selected for inclusion? What is the sample size? QUESTION: How is a "job" selected to be included in the Assessor Series? What is the wage and salary survey sample size? How do we know that a valid sample size was used to calculate the Assessor Series area wage differentials? ERI has adopted the DOT s definition of an occupation, used for almost 70 years by professionals, courts and experts and also has added a selection/use threshold based on the generally accepted norms of US Administrative Law (ALJ) courts. Job equals occupation. When ERI talks of a specific job with an incumbent, it may use the term position. This differs from O*NET s occupational groups which are job groups, often called job families (edot also defines occupational groups with its first three digits of edot s nine digit code). O*NET states it has 800 occupations (it misuses the term). The DOL/OES/BLS surveys combine data (roll up O*NET stragglers) into 742 OES/SOC job families. The US Census continues this roll-up into 471 Census Occupations (while adding an occupation, Logisticians ). ERI s Assessor Series and Occupational Assessor (edot) report on ~2,500 to ~10,000 specific occupations respectively (varying each Quarter by additions of new jobs and compressions of waning jobs). Each must have: A unique, non-industry specific job title. A unique primary duty requiring an identifiable skill, if existent. Two to three unique additional task statements (with related skills, abilities and/or knowledge required) An ERI esemantic low score of job match relevancy as compared to other specific edot occupations. An occupation must exist in counts exceeding 2,500 incumbents in the national economy for use in the Assessor Series. A job must be estimated to exist in 250 or more instances in the national economy to be included in edot (explaining why edot has more jobs than the combined Assessor Series occupations and matching generally acknowledged, but unwritten, US Social Security Administration ALJ national guidelines). The estimation of a job s existence is based on data collected by: ERI s Job Availability Survey Jobs are known to exist if: They are reported in published salary surveys with listed survey participant names and incumbent counts. Their job titles and/or specific descriptions are found on disability claim forms

27 More Frequently Asked Questions 21 (California). They have been collected by ERI s espideri s data mining of specific job postings and are complete, specific and matched to a bona fide employing entity (matched to ERI s Potential Employer list); vague, general descriptions from Company Unknown are not analyzed. PAQ field job analyst input, including cybernetic use of edot, report the existence of these occupations and their work measures and duties as found in an on-site job analysis. Additional evidence of a job s existence* is noted, but not determined by: Users of SalaryExpert s salary calculator (almost ½ million searches each month); this is the second most popular of the free data sites (and reports conservative government job family salary data). Requests for new titles whenever the edot PC program is first used (in a submit process ) and requests by ERI and PAQ subscribers. ERI's goal is to provide its findings of the numbers of incumbents actually engaged in any specific job's work. The edot Skills & Competency (SCO) Project creates an estimate of these jobs' existence in any of over 12 million known US employers. The Relocation Assessor's Labor Cost Module allows the pricing of these jobs in a plant relocation scenario. Because ERI now collects data from various sources (the five levels described), care is taken not to overstate the numbers of jobs represented (salary surveys may report on the same job, differing collection techniques may retrieve duplicate data, etc.) When it comes to the Executive Compensation Assessor and the Nonprofit Compensation Assessor where all SEC 10-K, 8-K, proxies and all IRS Form 990 EOs/PFs/ EZs are read, the Assessor Series is more a 100% census than it is a survey (with a random sample). For example, in health care, the survey sample size represents all known hospital executive pay levels (as reported on proxies for the for-profit hospitals and all nonprofit hospitals -- missing only where their required federal reports are missing). All data collected for the Executive Compensation Assessor and Salary Assessor are utilized in the Geographic Assessor area salary differential analyses (the national data forms the "x-axis.") The exact methodology of ERI statistical calculations is proprietary, and the exact combination and weighting varies by geographic area (according to the availability of wage/salary data). That said, what has occurred with area wage differentials is the emergence of differing geographic differentials by job function and industry. Health care geographic differentials, for example, differ remarkably from general private industry differentials. (The Salary Assessor and Nonprofit Comparables Assessor may use differing geographic differentials.) Areas have been traditionally described in the Assessor Series based on a city, county, state or province, and country methodology. Because of ERI's Job Availability Survey (used to identify jobs to be included in the Salary Assessor and other Assessors and used in the Occupational Assessor (edot) disability determination applications), ERI has begun to use even more finite definitions (in the US) using the US Census Bureau s TIGER System. Addresses of employers, disability claimants or job searchers can be pinpointed using US geographic/address data and matched to the closest potential employers. For the job searcher or outplacement specialist, employers within xx miles of an individual s residence that are expected to employ a specific job can be identified. For disability determinations, employers with known jobs of certain physical and mental capacities within xx miles can be identified. Labor markets can be defined (and easily described via maps provided by sites such as Yahoo or Google). Competitors can be identified; probable staffing patterns can be estimated. In the US, this is accomplished by using the publicly available databases of the TIGER databases. Both PAQ s edot and ERI s Assessor Series allow for searches within a known radius of a specified office or residence or employer's address.

28 22 For more information, see ERI Employer-Provided Data Sources. To learn more about how data from multiple salary surveys are combined in the Assessor Series, see Assessor Series FAQ # What salary surveys are used? QUESTION: What salary surveys are used by ERI? Is there a way to find out which surveys are providing the data for a specific position in a specific geographic location? Are there lists of employers surveyed or estimates of the non-redundant number of individual incumbents surveyed from the most current surveys? Links that supply those answers in detail include these free sites as well as others limited to ERI subscribers: - Other Survey Sources - Survey Finder - Search Surveys by Job Title - Search Area Employers ERI does not necessarily endorse or recommend the surveys listed, nor are all of those shown necessarily currently published or used in ERI's analyses and structures. These "Available Salary Survey Sources" are included for the benefit of readers who may wish to supplement their current survey libraries with data appropriate to specific applications. Confidential survey data are not included in ERI s analyses unless permission is granted by the publisher. Requests for information regarding individual surveys are referred directly to individual publishers (by active links to the survey providers' Internet URL home pages). ERI collects available salary survey data for jobs and areas; evaluates each survey for validity, reliability and use; and compiles mean and median salaries for positions with similar duties, responsibilities, skills and functions. Under "View" on the top bar of any Assessor Series product, a list of wage/salary survey titles and publishers which may be of interest to subscribers is shown. Each Assessor Survey Listing referral screen is a bit different. The Geographic Assessor illustrates surveys specific to a state, territory or region, the Salary Assessor lists surveys where either presently or in the past this specific job was referenced. A list of available pay surveys may also be viewed from ERI's Platform Library. (See Salary Surveys for instructions.) ERI does not, however, provide our subscribers with an exact list of those surveys used in any one Assessor Series because the data and surveys utilized changes from quarter to quarter (with rotation of older and newer surveys in and out of the analysis) and because even a list that tied a particular position or area or industry to a list of surveys would not convey the weighting given by our analysts for individual position data, survey reliability, incumbents, industry weighting, etc. Most individual surveys report participants, but do not tie specific data to those participants. All compensation research firms, including ERI, wish to safeguard the privacy of individual survey participants. In general, ERI does not confirm whether a specific employer's data is included in any particular Assessor Series application analysis, that is, unless the employer has publicly released this information. Survey participants are displayed on the Base Salary Graph as light green dots over the data plots described above. If you put your cursor over a survey participant dot, then the source data will display. Participation may have been via ERI's patented on-line survey, ERI Salary Surveys (old-fashion paper/pencil surveys in which you can display participants and search* by employer, employee, and location), PAQ field job analyses, PAQ's edot Skills & Competency (SCO) Project, Occupational Assessor's cybernetic selected characteristics of occupations contribution to the latter, digitized optical character recognition reading of 850,000 US organizations' IRS public documents, digitized reading of US SEC proxies, 10-Ks, and 8-Ks, manual digitization of public UK/Euro countries' companies' annual reports, Canadian SEDAR data (under license), and/or other data licensed for use

29 More Frequently Asked Questions 23 in the Assessor Series from organizations such as GuideStar, Statistics Canada, national statistics offices of other countries (see and others. All of these sources comply with US DOJ/FTC Antitrust Safety Zone Statements by meeting the following conditions: 1) provider participation in surveys is managed by a third-party; 2) the information provided by survey participants is data more than three months old; and 3) there are at least five providers reporting data upon which each disseminated statistic is based, no individual provider's data represents more than 25 percent on a weighted basis of that statistic, and any information disseminated is sufficiently aggregated such that it would not allow recipients to identify the prices charged or compensation paid by any particular provider (unless part of the public record). We also provide total population statistics that will help subscribers to evaluate whether an adequate population of incumbent employees within the area for which employers are competing for talent has been surveyed. In this regard, ERI is peerless. We know that our combination of multiple survey data means that we are analyzing the largest populations possible, in most cases much more than 30% of the employers in a given area. There are currently over 46 million US and Canadian employees included in ERI's Salary Assessor database. Since we have analyzed so many sources in order to report updated consensus results, we expect our pay data to be more representative of market norms than any one specific published survey, particularly if it relies on a smaller sample (e.g., SEC proxies alone) or is out of date (e.g., the BLS OES surveys used for our standard Reliability Statistics). According to the statistical laws of large numbers, Central Tendency and Bernoulli s Law, Assessors that aggregate multiple overlapping sources covering virtually entire populations will be more accurate in normative terms than any one survey of a more limited sample. Survey population statistics may be reviewed by selecting View Employee Populations (in the Salary Assessor) or View Survey Populations (in the Executive Compensation Assessor). The accuracy derived from those samples freshly surveyed in each database is further revealed in the View Reliability Statistics which discloses the standard error of the largest single component of our multiple survey sources. In most Assessors, that will show for each total compensation number the total number of people holding that job (i.e., the number of observations) in that area and the minimum reliability statistics for each measure. Confidential survey data is not included in ERI consensus analyses, unless permission is granted by the publisher. Requests for information on individual surveys are referred directly to individual publishers. For more information on the process of including a job in the Assessor Series, please see ERI Employer-Provided Data Sources. *For details of specific surveys containing a particular job title, see Find Your Survey Match by Job Title or do a Survey Search. To learn more about how data from multiple salary surveys are combined in the Assessor Series, see Assessor Series FAQ # How many incumbents are there? QUESTION: We use ERI data in business valuation to assist with determining reasonable compensation for owners. In litigation, attorneys request the sources of the numbers and the size (number of incumbents) of the survey. Is there any way to find out how many respondents there are? Where do I find this information? Salary Assessor Subscribers: Executive compensation is available form SA+ (Consultant Edition) and is pulled from ERI's Executive Compensation Assessor (XA/XA+) software and databases. While the purpose of the Salary Assessor is to assist with an organization's salary planning and salary administration, it is not designed to support litigation research where one needs to pull actual source documents from ERI's file servers. For this purpose and for business valuations, please utilize the Executive Compensation Assessor &

30 24 Survey Consultant Edition for this type of application. Executive Compensation Assessor Subscribers: The XA software and databases were built to support reasonable compensation and litigation research. Left-click on any data point displayed on the graph to view the proxy data company and salary. In addition, the software provides proxy data "comparables" (organization matches of your choice) for litigation purposes. The XA software and databases access the most current SEC proxy data available from ERI's Platform Library DVD. Similarly, the Nonprofit Comparables Assessor draws from public domain Form 990s/EOs/EZs/PFs where the actual source documents can be displayed via an Internet connection. "Dots" are shown and counted; see the bottom left of the graph display for the population count. The Comparables' Select tab allows one to filter organizations into any known count desired. To View the Survey Population To view ERI's estimate of the surveyed population of incumbents used in its most recent analysis for the selected position, select View Employee Populations from any main table. Please note: This feature requires the latest version of ERI's Platform Library. To View a List of Available Surveys Select View Available Surveys or View Salary Surveys for a list of available wage/salary survey titles and publishers available. Links to survey publisher websites are provided for the US, UK, and Canada. You may also visit for an up-to-date listing of "Sources." For more information, also see the following topics in the Executive Compensation Assessor help: Proxy Data Options Comparable Companies Options How is salary survey data weighted? QUESTION: How is salary survey data weighted? ERI evaluates each wage and salary survey individually and weighs survey data in our analyses according to a variety of factors which include: survey methodology, job matching (how closely the position descriptions match), number of incumbents, area matching (regional scope, metro area versus city data, etc.), and ERI's confidence in the survey. Each city is analyzed separately, and available survey data varies by area. There is a basic ERI methodology used to derive the 13,000+ structures, but each area and structure's individual methodology is dictated by the availability of survey data and ERI's specific methodology. In most cases, ERI utilizes a "rate of error" to assist in determining this weighting mathematically. "Rates of Error" may be either ERI calculated standard deviations or standard errors or government reported "relative standard errors." To learn more about how data from multiple salary surveys are combined in the Assessor Series, see Assessor Series FAQ # How can ERI report salaries by years of experience when some surveys don't? QUESTION: How does ERI reconcile weighted average and median pay data with position years of experience ranges when some salary surveys do not report years of experience? While it is true that some salary surveys do not report years of experience in their summary results, many do report mid-values such as weighted average, straight average and median in addition to minimum and maximum range data or quartiles. ERI collects, compiles and analyzes every available wage and salary survey available to our library. The basic steps for assigning weighted average and

31 More Frequently Asked Questions 25 median values to maturity curves are outlined here. ERI's methodology is a multi-stepped process and is briefly outlined as follows: Step 1: ERI collects, compiles and analyzes survey results and calculates the weighted average salary for all employees in that given position. Step 2: ERI assigns a "years of experience value" to the "weighted average value." The number of years of experience assigned to the weighted average is based on cross referencing salary surveys that do link pay to experience, other published sources for maturity curves, maturity studies conducted by ERI, US Census data (which reports the average years experience for jobs), etc. A unique job life length (for instance, eight years or thirty years) is assigned to each position. Jobs with a typically short years experience range naturally reach their weighted average within a few years. It should be noted that the years experience is intended to be for the "career in that job title," rather than for the number of years that an employee has been at a single company. It is assumed that companies pay experienced increment adjusted wages to more qualified candidates and that entry level wages reported in salary surveys refer to entry level pay for new hires with minimal experience. Surveys which may not be reporting such entry level wages are easily identified when compared within the larger consensus database. Step 3: The ERI weighted average, the ERI entry level pay and the ERI level maximum pay are then pegged to the midpoint of each position's range, year one, and maximum years experience for each job, respectively (such as 1, 4.5, and 8 or 1, 15.5 and 30), so that there are three "known" levels of experience. Step 4: ERI's software program reports the pay for years experience according to the unique statistical pattern for each job (most graphs of this type of analysis are not symmetrical bell-shaped curves, but rather, skewed distributions) What is statistical analysis? QUESTION: What is statistical analysis and how is it applied to salary and wage data? Statistical analysis involves a study of how differences in salaries are explained by geographic areas, industry, years of experience and size of the company. ERI salary and wage findings are presented in terms of weighted average salary paid (the total payroll of all the employees in a job divided by the number of employees). There are a number of variables involved, including salary data collection date, the number of employees, the industry, the location, the size of company, etc. ERI relies heavily on statistical analysis, or "weighted average of central measures" methodology. Non-linear, polynomial, and linear statistical analysis is conducted in developing ERI findings. Our subscribers are provided with convenient and easy-to-use results: the use of Assessor Series software databases involves choosing a position title and viewing the market prices. ERI continues to apply statistical analyses to nationally and regionally reported survey data on a quarterly basis, utilizing a proprietary benchmark modeling technique developed by ERI's research staff. ERI compiles, extracts, and analyzes employee-provided market data and offers results to subscribers via our compensation survey software. Some of our products represent a "census" more than a survey. We conduct our own ERI Salary Surveys, mine web sites such as job boards where allowed, lease datasets, study incumbent contributed data, host salary surveys on the web, evaluate and collect loan and employment applicant data in the provision of web services, review non-copyrighted and/or leased survey data, trade data and products with other survey organizations, digitize publicly available data, and utilize data from field subject matter expert job analysts' work. In licensing our online survey patent to ERI Salary Surveys and others, we have enriched our databases

32 26 with data collected since Can I use this data as evidence for expert witness work? QUESTION: Can I use the Assessor Series software database data as evidence for expert witness work? Several ERI senior staff members have served as expert witnesses in court cases dealing with compensation and benefits. While we have no way of knowing all the ways our clients use ERI data, we are aware of ERI's data being used by major consulting firms, corporations, government agencies, the Internal Revenue Service, attorneys, and CPA firms. We are also aware of our data being used by expert witnesses. We believe our data is among the best, if not the best, in terms of reliability. Additionally, methodology for many of our products has been developed in cooperation with government agencies (including the IRS for the maximum reasonable compensation analysis tables and comparables reporting design in the Executive Compensation Assessor software and databases) or out of feedback from customers requesting defensible data. It is not possible, however, for ERI to warranty any of our data for expert witness testimony as it has been our experience such data is evaluated on a case-by-case basis, and we have no way of knowing what data from our products an expert witness may have compiled. The following excerpt from the Executive Compensation Assessor methodology provides further information about how ERI's Assessor Series meets the Daubert challenge: ERI Statement as to the Relevance and Reliability of Data Relevance is totally determinable by the circumstances and situation presented. ERI provides outsourced analyses and presentations of salary, executive compensation, benefit, and cost of living survey data. Reliability is described in a four part, non-exclusive summary to match the Daubert challenge: Subject to Publication and Peer Review ERI's "peers" are its competitors, those firms that also provide data analyses to their clients. Unlike ERI, which solicits an annual subscription, most compensation and benefit consulting firms charge an hourly rate for their research services. Suffice it to say, all the major consulting firms have purchased subscriptions so that their consultants could utilize ERI analyses. ERI data are used by these firms in their consulting with their clients; numerous cited Federal Tax cases report on the use of these analyses. ERI data and analyzes are under constant review and critique by its competitors. ERI, unlike these firms, provides no fee-for-service/time consulting. Known or Potential Rate of Error Each Assessor Series software database illustrates via a "Reliability Statistics" link (see View Reliability Statistics on each Assessor Series application), the beginning of a statistical overview of ERI data. Statistics are reported as derived from just one survey source for all salary and compensation presentations (so that copyright restrictions are not violated). ERI accumulates many survey sources to compile its analyses. Hence the data illustrated may be, in ERI's estimate, considered to be the highest possible standard error that might exist with each analysis. Assessor Series software database results are, by logic, more robust than the standard error displayed and reported. General Level of Acceptance within the Discipline's Community ERI has thousands of subscribers, including the majority of the Fortune 500 and several large government agencies. Many of these organizations are entering their third decade of being a subscriber. ERI exhibits at major tradeshows. ERI data is used as source data by major publications and job boards. The two largest US human resource organizations, WorldatWork and

33 More Frequently Asked Questions 27 SHRM, accept ERI Distance Learning Courses for professional maintenance and recertification continuing education credit. Major US employers rely upon ERI data as cited in corporate proxy filings. The Help files available with our software databases also provide extensive information. ERI's methodologies may also be useful to you in answering any specific questions you may have concerning our products. For additional information, please see the free courses offered by ERI's Distance Learning Center listed under Litigation Challenges, such as Preparing for Expert Witness Testimony and Daubert Criteria for Expert Witness Testimony. Also, see 12 Common XA Questions for ERI Expert Witness Voir Dire in the Executive Compensation help Different types of job descriptions QUESTION: Why are there different types of job descriptions available in the Assessor Series applications? Assessor Series software and databases contain Census, OES survey, Dictionary of Occupational Titles (DOT), Enhanced Dictionary of Occupational Titles (edot) and Assessor Series survey descriptions. With 503 "jobs," the Census has its own name descriptions. More recently, OES derived 778 specific general descriptions. ERI has created over 50% of its edot Descriptions "from scratch" to illustrate the descriptions found in private salary surveys. The DOT contains 12,300 descriptions. Although the DOT contains 12,300 job descriptions, many are outdated manufacturing jobs that no longer exist in the US and Canadian workplaces. Additionally, over one-third of the edot Descriptions (those jobs common enough to warrant surveys) are newer jobs, not yet reported in the DOT Is wage data only from non-union employers? QUESTION: Can you confirm that the Assessor Series wage data comes only from non-union employers? No, we cannot. Salary surveys gather wage data according to position. Both union and non-union employers participate in the wage surveys. A few surveys distinguish between union and non-union employee wages (reporting the organized vs. non-union status of incumbents), but most do not. Also, the status of incumbents can vary even within employers. Organized jobs tend to be a relatively small proportion of most observations for most jobs in most salary surveys, but they will also generally be the highest-paid observations. In general, the mix of union and non-union employees in a particular job is generally not known as wage surveys tend to report the overall average of all incumbents in a job What do the "incentive" amounts represent? QUESTION: What do the "incentive" amounts represent? In the Assessor Series, ERI uses the following definitions of Incentives to refer to differing components of variable compensation: The Salaries by Experience/Size tab in the Salary Assessor profiles the Base Salary, Total

34 28 Compensation, and Incentive data of a specific position. The Individual Profile tab in the Executive Compensation Assessor profiles the Base Salaries, Total Compensation, and Incentive data of a specific position. For top jobs in the Executive Compensation Assessor, information on these compensation components is provided under the Survey and Proxy Analysis tab. This tab provides Salary, Bonus, Total Cash (base + bonus), Stock Awards, Options Awards, Non-Equity Compensation, Change in Pension, etc., and All Other Compensation. Additional information on Pensions and other components of compensation is available by viewing the proxy statement of individual organizations. It is important to note how ERI uses the heading of Incentive or Annual Incentive. In both the Salary Assessor and the Executive Compensation Assessor, this heading refers to the annual dollar amount of cash incentives (annual bonuses, commissions, short term Non-Equity Compensation, or other cash incentives). The heading of Incentive or Annual Incentive does not include Stock Awards, Options Awards, Change in Pension, etc., or other non-cash incentives. These components are listed separately. ERI determines the amount of the Incentive or Annual Incentive by taking the average dollar amount of the Incentive or Annual Cash Incentive for all the incumbents whether or not they are cash-incentive eligible. For example, there are 1,000 employees in a job classification. Eight hundred employees are bonus/commission eligible. Among the 800 employees who are bonus/commission eligible, a total of $200,000 dollars in annual bonuses/commissions is paid to 700 employees, while 100 of the bonus commission eligible employees receive no bonus/commission pay due to their individual and or company's performance. Out of the 1,000 employees in the classification, two hundred employees work for companies without a bonus/commission plan, so they receive no bonuses/commissions. The average Incentive or Annual Incentive (or bonus/commission) shown by ERI is $200 (or $200,000 divided by 1,000 total employees). For a definition of "base salary," see Assessor Series FAQ #36. For a definition of "total compensation," see Assessor Series FAQ # Why isn't the exempt status displayed? QUESTION: From other surveys I have used, the exempt status of each job was included. Is this not an option with this software? ERI is often asked to include FLSA "exempt" or "nonexempt" status (for US applications) as part of each job's survey description. We choose not to provide this information via the Assessor Series applications for the following reasons: 1. The exempt or nonexempt status of a position can vary from one company to another based upon the amount of time that an employee spends on exempt and nonexempt position duties. At one company, the position may be exempt, at another, nonexempt. In the same way, ERI survey descriptions will match subscribers' administration scenarios only to a certain extent - the actual duties of the "real life" employees determine exempt/nonexempt status, not the survey description. 2. Exempt and nonexempt status for a position is not portable from one company to another or from one survey to another (although some surveys do specify exempt status). The Fair Labor Standards Act requires that each company perform its own test (using the regulations of the Fair Labor Standards Act) to determine if a position is exempt or nonexempt. 3. Even a description consisting of 100% exempt duties might be irrelevant in compliance terms, depending upon a company's payroll practices.

35 More Frequently Asked Questions There would be liability exposure for ERI if we were to provide exempt or nonexempt assurances. For example: Company "A" could utilize data for a position indicated as traditionally exempt and treat the position as exempt in their own company. The time the employee spent on various duties at company "A," however, might result in the Department of Labor ruling that the position was actually nonexempt. Company "A" would then be in violation of the Fair Labor Standards Act. The company might use as its defense that they relied on the information provided by ERI, and ERI does not wish to be involved with lawsuits over back wages and overtime. Rather than our subscribers potentially misusing any exempt or nonexempt status recommendations that we might publish (and therefore failing to perform their own tests under FLSA), we simplify the matter by reporting consensus job descriptions that do not presume FLSA interpretations. 5. More appropriate options exist to determine overtime status. ERI provides an FLSA Module in the Occupational Assessor (edot/edot+) available from ERI's Platform Library, that permits customized employer input. edot gives the user documented information on the probable overtime status, contingent on the accuracy of the details supplied. For more information about a recent FLSA record-keeping change proposed in a US Department of Labor 2010 Regulatory Agenda, click here Is data normalized to a 2080-hour year? QUESTION: Is the salary/wage data normalized to a 2080-hour year? The following methodology is used in conjunction with wage data reported in the Assessor Series applications: 1. If the data we analyze is reported to ERI as an hourly rate, ERI multiplies the hourly rate by 2080 to convert the hourly rate to an annual rate. 2. If the data we analyze is reported to ERI in terms of weekly rates, ERI multiplies the weekly rate by weeks to convert the weekly rate to an annual rate. 3. If the data we analyze is reported to ERI in terms of a monthly rate, ERI multiplies the monthly rate by 12 months to convert to an annual rate Changing the organization size type QUESTION: For executive compensation analyses, can I change the organization size from revenue to fiscal year budget? In the Nonprofit Comparables Assessor (CA), users may only select either revenue or assets for the organization size. In the Salary Assessor (SA) and the Executive Compensation Assessor (XA), the organization size dimension is fixed. The size dimension built into the software is based on the position, the industry and the area selected. Not all jobs report salaries by the size of the company or organization. For example, salaries for an Electrical Engineer are reported by years of experience and not the size of the company. On the other hand, higher level jobs tend to report wages by the size of the organization. For example, the compensation of a Chief Executive Officer is reported by the size of the company and not by years of experience. For jobs with wages reported by the size of the company, the software utilizes one of three possible company size dimensions. These are revenues, assets, or fiscal year budget (FYB). The manner in which data for a particular industry is gathered determines which of the three size dimensions is utilized. For example:

36 30 1. If the majority of industry data is gathered by the company size dimension of revenue, then revenues are used by the software as the size dimension for the industry. 2. If the majority of industry data is gathered by the company size dimension of assets, then assets are used by the software as the size dimension for the industry. 3. If the majority of industry data is gathered by the company size dimension of the fiscal year budget of the organization, then the software utilizes fiscal year budget as the size dimension for the industry. If you have selected an industry which is based on revenue (sensitive to organization revenue size), then you will only be able to view data based on revenue. If you have selected an industry which is based on assets (sensitive to organization asset size), then you will only be able to view data based on assets. The same would be true for fiscal year budget. Whether or not a job is reported by organization size or experience cannot be changed by the user. Most executive positions (Director level and above) are reported by one of the three organization size dimensions, while most non-executive positions are reported by years of experience. This generality is based on the fact that higher level jobs tend to pay more in larger companies. One could safely assume the CEO's responsibilities for a 100 million dollar company are greater than the CEO's responsibilities for a one million dollar company. Thus, one would expect the compensation for the CEO of a 100 million dollar company to be higher than the compensation of a CEO of a one million dollar company. However, most non-executive positions (below Director level) are reported by years of experience. For example, accountants with the same job description, the same experience and the same job performance will (as a group) tend to have comparable salaries which do not seem to significantly increase or decrease as a function of company size. The area selected may also have an effect. When using the Consultant or UK/EU edition of the Executive Compensation Assessor (XA+), for example, the "size" parameter may be "turnover." Setting the salary planning date backwards; pro-rata figure QUESTION: When I set the salary planning date backwards, the Annualized Salary Trend displayed is one value (for example 3.00%), but the Adjustment, or pro-rata figure, is a completely different value (for example, -2.91%). Why are they different? Mathematically speaking, if you go down by 2.91%, you have to go up by 3.0% to get back to where you started. If the annualized % increase is 3.0%, the annualized percent decrease is 2.91% (rounded to the nearest 100th percent). Take for example, $100,000. Decrease this by %. 100,000 x ( ) = 97, Now increase 97,087.4 by 3%. 97,087.4 x 1.03 = 100,000 (rounded to the nearest dollar). Please note: the Annualized Salary Trend cannot be adjusted in the Nonprofit Comparables Assessor Why can't I find a certain position? QUESTION: Why can't I find a certain position? The positions listed in any Assessor Series application are those requested by ERI's clients and those for which sufficient data exist for ERI to make its findings. As a suggestion, if a position title you are looking for is not on the list, look for other possible titles for a matching position description (i.e., Recruiting Manager is not on the list, but the position description of Employment Manager may match the duties performed by your Recruiting Manager). The position description should be the deciding factor in doing your analysis, as opposed to an exact position title match.

37 More Frequently Asked Questions 31 If there are any positions which you administer, but are not currently reported by the Assessor Series software and databases, please contact ERI to request research to determine if the position(s) can be included in future quarterly updates. From the Enter New Position dialog (select the Edit Job / Position menu), various Filter Options are available to help you narrow your search for a job in the Assessor Series database. Filter options available include text search, job code match (including partial code) and survey group match. In addition, the Semantic Search feature permits you to search for jobs based on a full or partial job description, producing a list of benchmark titles with underlying contextual relationships and reported in relation to statistical relevancy. As a temporary alternative, if you know the industry code (OES, DOT, SOC, ONET, AIM, CIP, GOE, OPM, NOC, Canadian Census, etc.) for the position you are looking for, you may also utilize edot's Industry Crosswalk Education levels in position descriptions QUESTION: Do position descriptions include requirements for advanced degrees? Do the salaries found in the Assessor Series software and databases assume specific levels of education? I know what to pay someone with 13 years of experience, but how would I take into account that the person has a PhD? Educational degree "requirements" are normally not listed in the ERI position description for a number of reasons: 1. Most salary/wage surveys focus on the responsibilities of a position rather than on the degree or educational requirements for a position. 2. Salary administration practices differ among organizations. One organization may require a specific degree for a job while another will not. Some organizations will value any higher degree; others may only recognize degrees relating directly to bona fide occupational qualifications. Additionally, some organizations may waive education for experience. However, you may find the edot database of survey descriptions helpful to you. The edot database contains pre-written job descriptions with illustrative statements which may be copied and used by a subscriber in the writing of job descriptions for their own organization. In addition, the edot provides "enhanced worker characteristics" for each position, including Education Level. Also, you may want to consider SVP and Mental Demands when trying to take into account the educational experience required by a position. Please see the Occupational Assessor (edot/edot+) for this information. The SVP (Specific Vocational Preparation) information contained in the edot Descriptions was originally obtained by ERI from the US Department of Labor. The SVP indicates the years of on-the-job experience, or education beyond high school, required for the position. Generally speaking, when the position requires two or more years of SVP, then those years correspond to years of college education or the equivalent. The Salary Assessor also includes the new Skills & Competencies (SCOs) tab. Users may select from a list of available Selected Characteristics of Occupations, including Education Level Required, found above the graph.

38 32 Please see the related Assessor Series FAQ # How should I compare pay in different countries? QUESTION: How should I approach comparing pay in two different countries? Can I use Assessor Series data to compare a position in Canada with its counterpart in the United States? If I'm trying to develop geographic differentials for my company's US branch offices, as well as some branch locations in other countries, how do I translate US pay levels for foreign offices? ERI recommends that local national area differentials be used to adjust branch pay amongst cities in the same country as compared against that country's national structure (equals 100%) or local national headquarters (equals 100%). It is not advisable to take a pay system from one country and then try to simply "adjust" it for a foreign branch office using the general geographic differentials. It is a better practice to set up separate pay systems for each separate country. When establishing wage and salary differentials, it is important to note that each country's industries and employers value jobs differently than their foreign counterparts. The relationships between positions (internal equity) are not transferable across borders. For example, in general, Canadian unskilled wage workers earn much higher pay relative to their US counterparts and Canadian managers and executives earn much less relative to their US counterpoints. Additionally, you don't find the tremendous range between unskilled wages and

39 More Frequently Asked Questions 33 executive pay that is found in the US (where, for instance, executives may earn hundreds of times the income of wage workers). The Geographic Assessor database does allow users to view general wage/salary levels between the US and Canada. These general wage level comparisons, however, should be considered only a "first step" in determining competitive pay internationally. When it comes to assigning salaries to positions, ERI recommends that separate compensation practices for each country be established. The Salary Assessor and Executive Compensation Assessor databases, on the other hand, do provide position-specific remuneration data. For companies administering pay in the US and Canada, the Salary Assessor and the Executive Compensation Assessor data are the recommended tools for comparing and setting individual position pay. The Salary Assessor and Executive Compensation Assessor software and databases display all remuneration in local currency. Unlike the Geographic Assessor software database, where a conversion between national structures is necessary after an exchange rate conversion (in order for pay data of different countries to be compared to a single base city), fluctuations in exchanges rates from quarter to quarter will not influence the pay levels reported in the Salary Assessor and Executive Compensation Assessor software and databases How is the National Average computed? Why is it different from others sources? QUESTION: How does ERI compute National Average values? The pre-defined national averages (for all countries listed) for wages/salaries represent weighted averages (if mean salaries are selected for display) or median salaries (if selected) of all survey-reported data for each position, industry and area. Larger cities' pay data are automatically weighed more heavily than small towns' (in keeping with work force populations), due to the relatively larger number of incumbents reported by each survey for each position. For cost-of-living, the national average definition varies according to cost category. Rather than being weighed by population (as with wage/salary National Averages), the major cost categories are analyzed for a median level, "typical" American spending pattern. For example: Effective Income Taxes at the United States Average represent a median effective income tax (varies by spending level) for all cities and states (roughly the taxes of the twenty-fifth and twenty-sixth states, ranked by taxes, and adjusted slightly for the relatively few counties and cities that collect income tax). Home Costs at the United States Average represent a median annual home rental cost (varies by spending level) for the thousands of cities tracked and reported by the Assessor Series software databases. For countries other than the United States, the country average cost-of-living assumptions represent a spending pattern consistent with the US and are adjusted for the generally higher provincial individual income taxes and lower provincial employee health care costs. QUESTION: An alternate source that I'm using shows a different salary for 'X City' and a different salary for the National Average. How do you explain this? Please remember that there is no empirical national average. As with city data, the particular definition and methodology of any source's national average must be reviewed. For example, if a source surveys twenty cities in fifteen states, its "national average" may or may not provide a relevant comparison point for cities in the remaining thirty-five states.

40 34 Because different surveys cover different data populations (number of companies, location of companies, company size, industry, etc.), it would be unusual to find consistent across-the-board survey results between any two, separately administered surveys. An important value of the Salary Assessor software and databases is the blending and smoothing of all published survey data to derive ERI's best calculation for a given position, area and/or industry Accessing data for one quarter; quater-to-quarter comparisons QUESTION: Why can we access the data only during the quarter for which it is released? I understand that you want your customers to access the most up-to-date data, but what if we wish to compare this quarter with previous quarters' data? Assessor Series software database access is licensed as an annual software subscription, with access to the database limited to a period specified for each release (for example, three months for the October update). Because the databases are constantly improving, ERI does not wish to support any earlier release than the most recent quarterly update. ERI's survey population changes from quarter to quarter. With the addition of new survey resources, historical comparison between quarters is not statistically relevant. (If our data population were to remain consistent from quarter to quarter, as with a single survey that queries the same entities through time, then trending could be inferred.) Likewise, cost-of-living data is continually being collected and updated. For these reasons, the Assessor Series software applications and databases are accessible only during the quarter for which they are released. Customers are encouraged to save comparisons by printing reports with which they may compare future release data. Please note, however, that the reason for most historical comparisons of compensation data is the analysis of market movement. Again, because we do not survey the same data population from quarter to quarter, these inferences would be misguiding. A change in value from quarter to quarter may not be the result of inflation, for example; rather, it may be the result of improved data and/or improved methodology. What to do if you receive a date expiration message when you try to run an Assessor Series application: If you are a subscriber in good standing, you should have received an update DVD in the mail. Updates are also available via the Internet. If you have the data for the new quarter, but have not yet installed the new data, please see FAQ Installation Question #1 for your installation options. Otherwise, please contact ERI to check on the status of your subscription and to obtain information regarding when and to where the most recent update was shipped Is revenue "gross" or "net"? QUESTION: We are looking at executive compensation in the Assessor Series products and want to know whether revenue is "gross" or "net"? In general, the revenue value shown in the Assessor Series products is gross revenue. The Assessor Series products draw their revenue information from several sources depending on which Assessor Series product is involved. Sources include 10-K (Annual Reports) and proxies (used by for-profit organizations), Form 990s (for nonprofit entities), executive compensation surveys, etc. The size numbers will match the criteria defined by the reporting form. While accounting practices may differ among organizations, most entities follow generally accepted accounting standards. The revenue values used in the Assessor Series products are "actual revenue," the revenue actually received (as opposed to "expected revenue"), as reported by the organizations to the Securities and Exchange Commission, to the IRS, or through executive salary surveys.

41 More Frequently Asked Questions 35 Please refer to the following websites for specific definitions of revenue terms: (US Form 990s, 990-EZs, and 990-PFs) (US 10-Ks and proxies) (Canadian information circulars) (listing of international statistical agencies) Do any of the Assessors have a separate component for "security clearance" in the salary amounts? QUESTION: Do any of the Assessors have a separate component for "security clearance" in the salary amounts? ERI does not have a separate component for security clearance. The salary amounts in the Assessors do reflect market pay practices for security clearances, as explained in number 1, 2, and 3 below. However, it should be noted that salary surveys of job classifications tend not to separate job incumbents by type of security clearances. As such, the salaries reported for the job in question might include those employees with varying levels of security clearances. The lack of survey pay data segregated by security clearance is easily understood: 1. Security-cleared personnel are relatively common. Military officers have security clearance, and many enlisted personnel have even higher clearances than high-ranking officers. None are paid substantially different rates, when in uniform or after discharge. 2. Some jobs requiring security clearances are not surveyed, and pay is not based on competitive open market survey practices. For example, one will likely not find any "secret agent" jobs in salary surveys. 3. Clearances tend to be entry requirements rather than add-on's that enhance a job value. If you lack (or fail to win) the proper security clearance, you simply don't get the job or are shunted into a different, often less sensitive, position. The same applies to a doctor or attorney: you can't hold the job without the proper official certification. Without the full license you are a medical student or intern M.D. rather than a fully-licensed doctor. Without the LLB, you would be a paralegal, a law clerk or a legal assistant, although you might qualify as a non-practicing legal consultant even though denied access to the bar. For more information about the question of paying a premium to workers with security clearances, please see a research paper published in the March 2010 Workspan magazine. Please see the related Assessor Series FAQ # What is the difference between User-Defined and Manual Averages? QUESTION: What is the difference between User-Defined and Manual Averages? The User-Defined Average function provides a straight average (in which each area is weighed one time) rather than a weighted average (in which each area is weighed according to resident population, workforce population, business population, etc.). Alternately, the individual ERI area regression structures are the result of weighted analyses of survey data. This also applies to "statewide" or "provincewide" entries in ERI's database. For example, if you scroll through the "Input City" list, please note that "Alabama Statewide, United States" is listed. These "statewide" and "provincewide" listings are provided for your convenience and are weighted according to survey population.

42 36 You may create a statewide or province-wide User Defined Average that is a straight average by selecting just the state, or all counties in a state or all areas in a state. However, please note that these straight averages may vary from the weighted averages of the predefined statewide and provincewide areas provided for you How high up in pay do geographic pay differentials extend? QUESTION: How high up in pay do geographic pay differentials extend? Geographic differentials begin above the Federal/State minimum wage rate and, as far as we can measure, ERI continues to see geographic pay differentials continue up into top executive levels. For more information, see "Research Topic: Geographic Differentials" on page three of ERI October 2006 Update Newsletter (Volume 76), the update on page two of ERI July 2008 Update Newsletter (Volume 83), and the articles on pay differentials on pages one and four of ERI October 2012 Update (Volume 100) Are commissions included in compensation for sales positions? QUESTION: Are commissions included in compensation for sales positions? Yes, commissions are included in the incentive amount shown. Please refer to FAQ #14 for more details How do you define "assets"? QUESTION: How do you define "assets"? An asset is anything of value that is owned by an organization or an individual. Examples are cash, computer equipment, and investments. Assets can be any percentage of real property or of personal property that can be liquidated in order to pay debts. The specific asset metric used by ERI in the Assessor Series is the one most commonly used in the specified industry. In ERI Salary Surveys, we ask for assets, so whichever metric is reported is the one used in the survey results. For certain financial industries, such as esic Investment Advice Services, assets under management (AUM) is the metric referenced. Assets are also shown on the balance sheet of a life insurance company's annual statement. For definitions of other terms, please see the Glossary of Compensation and Benefits Terms Why is the ERI Closest Matching City found in a ZIP code search different than the Post Office City listed? QUESTION: I searched for a ZIP code, but the ERI Closest Matching Area is different than the Post Office City. Does this mean that the Post Office City is not in the database? For example, I searched for ZIP code The ZIP is for Houston (per the USPS), but the ERI Closest Matching Area is Nassau Bay, TX, and not Houston. No, just because the Post Office City is not highlighted as the closest area, it does not necessarily mean that the Post Office City is not in the database. As described in GA/GA+ Data Background FAQ #5, the ERI Closest Matching Area is determined by the distance from the ZIP to the city, and cities are often irregularly shaped. The city of Houston is 40 miles wide in places, wraps around other

43 More Frequently Asked Questions 37 cities, and has 178 ZIP codes. In this example, ZIP is ¼ mile from the center of Nassau Bay and 22 miles from the center of Houston. It is likely that the cost of living and cost of labor of this ZIP would more closely resemble the city less than a mile away than the city that is 22 miles away. Users are always encouraged to review the results of the geographic match for other factors that may be relevant to the specific characteristics of their analyses.

44 38 Please note, the ZIP code search feature is not available in the Nonprofit Comparables Assessor. The state level is the lowest level at which nonprofit regulations are enforced in the United States and thus the lowest level of geographic specificity currently offered in the Nonprofit Comparables Assessor How are data from multiple salary surveys combined in the Assessor Series? QUESTION: How are data from multiple salary surveys combined in the Assessor Series? Combining Survey Data When ERI combines the data from multiple surveys into a single result, many steps are taken to ensure that the result is accurate. To accomplish this, a type of advanced data analysis method called Meta-Analysis is conducted to accurately combine information from multiple salary surveys. This respected and commonly used technique is a standard tool used by researchers in areas of investigation such as cancer research. Below, Meta Analysis is discussed, but it should be noted that the particular type of analysis technique used is one small part of an overall research process. As with any form of research, the final result is far more dependent on the quality of the data going into the analysis than the analysis itself. The process of collecting, culling, and matching data is the most time intensive part of compensation analysis and will be discussed following a description of Meta-Analysis. Meta-Analysis Meta-Analysis is a well established statistical procedure used to analyze the results from different studies. This technique can be used to combine multiple studies in a manner which yields results that are more accurate than any one of the component studies. In this methodology, studies which ask the same research questions are matched, and common data elements from each study are collected for analysis. Elements such as weighted means, sample sizes, and measures of variance are cataloged and used in the analysis process to ensure that appropriate weight is given to each data point. The dependent variable for the analysis is salary. The independent variable is occupation. Additional variables which change the relationship between the occupation and salary, called moderator variables, are also used in the analysis. These variables include years of experience, revenue, occupation level, geography, and industry. The inclusion of these variables allows us to show results by each of these specifications. The specific algorithms used for the Meta- Analysis process are proprietary, though they do follow standard statistical practices. Data Matching One of the most critical components of Meta-Analysis is ensuring that surveys are combined across similar data. Essentially, we are making sure that we are comparing apples to apples. The data elements which ERI matches between surveys are occupation, years of experience or company revenue, geography, and industry. When care is taken to match these elements, the Meta-Analysis process can yield accurate results. Job Matching Proper job matching is central to the success of a Meta-Analysis. This is the process of matching a specific job to one of the jobs listed in a survey. In the context of ERI s analyses, it is the process of matching ERI s internal occupational definitions to those of the incoming survey. Because this process requires human judgment, it is necessary to make this process as systematic as possible. To do this, multiple independent raters go through the job descriptions in the surveys and match the jobs in the surveys to ERI jobs we have developed. These initial matches are conducted based on job descriptions. After the initial match, the raters sit down as a group, discuss the independent ratings, and come to a consensus as to whether a particular survey job actually matches the internal job. An

45 More Frequently Asked Questions 39 internal job matching manual is used in this process to assist the raters in making objective determinations. Factors such as level, education, SVP, industry, and 97 additional hard metrics are also considered for each job. These factors are provided by a job analysis firm which is owned by ERI. Selection of Surveys One advantage of Meta-Analysis is that it can consider variability between surveys. This does assume that the variability is not due to poor survey techniques. The use of surveys which do not follow well accepted survey procedures may be expected to contribute noise in the final analysis. Because of this, great care is taken in the selection of surveys to ensure an appropriate level of methodological rigor. The specific methods of each survey are examined to determine whether the researchers used sound methodological principles to conduct the survey Does ERI collect data on per visit compensation? QUESTION: Does ERI collect data on "per visit" compensation? A per visit charge may apply to doctor fees or plumber charges, primarily as a overtime wage issue. In general, ERI does not collect or report this data in the Assessor Series products. The one exception in which we collect and report charges or fees is in the Nonprofit Comparables Assessor (CA). For the job of "business contractor," we report the annual fee amount charged to a charity or foundation by its highest-paid contractor. This information is found in the Contractors tab of CA. In general, all of the Assessors Series products refer to competitive wages, salaries, and cash paid to employees for full-time work. Doctors, plumbers, electricians, groundskeepers, massage therapists, and others are not usually paid per visit or even by the number of customers they serve. Such counts reflect their business models, but not necessarily their pay. They tend to receive a guaranteed wage or salary rate and have total compensation with bonus, incentive, commission, etc., included and reported in pay surveys as their annual incomes. This is the data that ERI surveys, updates, and reports. Furthermore, ERI does not report on sole proprietor billings, business profit margins, or non-payroll income components like the value of fringe benefits or noncash perquisites unless they are required to be published by SEC or IRS rules. In such cases, we do show those cash income equivalent figures exactly as reported on the proxies or Form 990s Does ERI report target sales compensation? QUESTION: Does ERI report "target sales compensation," as compared to "actual sales compensation"? No. Target sales compensation is the expected amount of contingent pay, often in the form of incentives, bonuses, and commissions, that might be paid to a sales employee that achieves targeted sales objectives. This type of compensation is often hypothetical and may not actually be paid to the employee who does not reach defined sales goals. ERI does not collect or report this type of planning data as it is not real taxable income and target amounts are not generally disclosed by organizations. ERI does collect and report data on actual sales compensation, or the incentives, bonuses, and commissions paid to a sales employee. This data is reported in salary surveys as real compensation and actual values paid.

46 Executive cash compensation in privately-held versus publicly-traded companies QUESTION: What is the relationship between cash compensation for executives in privately-held versus publicly-traded companies? If I am administering compensation for a privately-held firm, is the public firm data relevant or should I avoid it as well as blended data? The Salary Assessor and Executive Compensation Assessor software and databases do not provide executive pay data broken out for "private" or "public" companies. The data reported in most individual executive salary surveys is also usually a blend of both privately-held and publicly-traded companies. There is a perception among some compensation professionals that a statistical difference exists in the cash compensation of privately-held and publicly-traded companies' executives; however, ERI has not been able to establish a normal "rule of thumb" in terms of cash compensation. Our experience is that, where careful analysis has rendered no evident pattern, there is no general rule for private companies paying more or less than public companies in cash compensation. The market for US executive talent has traditionally been national and is now growing more and more global. Both private and public firms are competing to attract, retain and motivate from the same pool of executive talent and, therefore, must pay competitively and according to other classifications (industry, company size, etc.), rather than according to their status as private or public. Likewise, in the terms for defensibility of maximum reasonable executive compensation, as defined by the Internal Revenue Service, no "allowances" are made for a company being privately-held or publicly-traded. Like many compensation professionals, we have found the wording in some private firm surveys to be somewhat misleading on this matter, perpetuating the above misconception that private firms pay more or less than public firms. As an example, one survey source states in the introduction: In general, there appears to be a noticeable difference in cash compensation received by CEO's at publicly traded companies compared to their counter parts at privately held companies...on average the CEO's of publicly traded companies received about 40% more in total direct compensation...one reason for this spread of total cash compensation is that the average annual sales were greater for publicly traded companies than for privately held companies. The average annual sales for publicly traded companies was $64 million, while the average annual sales for privately held companies was $22 million. The above quotation does not substantiate that a difference in pay is driven by whether the company is privately-held versus publicly-traded; rather, it illustrates that executive pay is a function of company size (in this case, revenue) and that privately-held companies are generally smaller than publicly-held companies. When sales size, profits, industry, etc., are held constant in our analyses, the supposed differences disappear. The private versus public question does come into play in the areas of non-cash compensation (e.g., stock options and retirement benefits). The Executive Compensation Assessor software and database presents this information for publicly traded companies. However, as non-cash compensation information is not available for privately-held companies, ERI is unable to analyze the non-cash compensation differences between privately-held or public-traded companies Why is organization size important when analyzing compensation? QUESTION: Why is organization size important when analyzing compensation? An organization size field is included in the Data That Affect Salaries screen (in the Salary Assessor and Executive Compensation Assessor) and the Adjustments to Compensation Analyses screen (in the Nonprofit Comparables Assessor) for the following reasons: 1. Some jobs are paid so differently based on size (which is measured differently by industry) that the unit size is a vital input element.

47 More Frequently Asked Questions Even when the size of the organization does not affect pay -- which is generally the case for lower compensated jobs -- ERI recommends applying the size of the organization so that compensation reports clearly communicate that the proper size dimension was applied even though it did not affect pay. For lower compensated jobs, pay varies by geographic area and industry, but not by organization size. In most cases, employers simply hire more incumbents of those non-executive titles when the organization grows larger rather than broadening the responsibility and giving the (usually) single incumbent greater total compensation, as done with management jobs. Types of Organization Size Metrics Compensation data may be adjusted for geographic area, industry, organization size (revenue, assets, or fiscal year budget) or years of experience, and planning date. Certain industries rely on specific size categories as their comparative metrics in competitive market surveys. Most employers generally report top executive pay according to revenue size. Banking, real estate, insurance, and other asset-focused organizations (such as foundations) report management pay by asset size. Government bodies, public agencies, charities, some foundations, and most nonprofit entities report pay according to the size of their income or operating budget; some nonprofits also use the number of employees as a basis of comparison. Number of Employees as an Organization Size Metric The number of full-time employees on your payroll is rarely as indicative of pay in any specific industry as other size variables. For example, a high degree of automation may lead to having fewer employees, but executive pay, revenues, assets, or operating budget may be identical to organizations in the industry with larger numbers of employees. Outsourcing, subcontracting, and the use of temporary or contract workers can also mask the true numbers used to produce goods and services. The number of people on a payroll may not reflect the full cost of labor. Some charities have large numbers of volunteers, which allows them to operate with fewer employees than others at the same revenue levels. Also, many organizations use contractors and temporary workers to reduce their fixed costs and enhance their staffing flexibility. When this is the case, total operating budget or revenue levels tend to be much more indicative of management pay than head-counts of full-time employees What do the "base salary" amounts represent? QUESTION: What do the "base salary" amounts represent? In the Assessor Series, ERI uses the term Base Salary as follows: The Salaries by Experience/Size tab in the Salary Assessor profiles the Base Salary, Total Compensation, and Incentive data of a specific position. The Individual Profile tab in the Executive Compensation Assessor profiles the Base Salaries, Total Compensation, and Incentive data of a specific position. For the top six jobs in the Executive Compensation Assessor, information on these compensation components is provided under the Survey and Proxy Analysis tab. This tab provides Salary, Bonus, Total Cash (base + bonus), Stock Awards, Options Awards, Non-Equity Compensation, Change in Pension, etc., and All Other Compensation. Additional information on Pensions and other components of compensation is available by viewing the proxy statement of individual organizations. It is important to note how ERI uses the heading of Base Salary or Base Salaries. In both the Salary Assessor and the Executive Compensation Assessor, this heading refers to the base rate

48 42 of pay (excluding overtime pay), which is received by an employee hourly, weekly, bi-monthly, monthly, or yearly. This term is used for all positions, regardless of whether they are classified as exempt or non-exempt from the Fair Labor Standards Act provisions. For a definition of "incentive," see Assessor Series FAQ #14. For a definition of "total compensation," see Assessor Series FAQ #37. For definitions of compensation terms as used in Distance Learning Center courses, please see the Online Business Glossary provided by the ERI Distance Learning Center What do the "total compensations" amounts represent? QUESTION: What do the "total compensation" amounts represent? In the Assessor Series, ERI uses the term Total Compensation as follows: The Salaries by Experience/Size tab in the Salary Assessor profiles the Base Salary, Total Compensation, and Incentive data of a specific position. The Individual Profile tab in the Executive Compensation Assessor profiles the Base Salaries, Total Compensation, and Incentive data of a specific position. For the top six jobs in the Executive Compensation Assessor, information on these compensation components is provided under the Survey and Proxy Analysis tab. This tab provides Salary, Bonus, Total Cash (base + bonus), Stock Awards, Options Awards, Non-Equity Compensation, Change in Pension, etc., and All Other Compensation. Additional information on Pensions and other components of compensation is available by viewing the proxy statement of individual organizations. It is important to note how ERI uses the heading of Total Compensation: In both the Salary Assessor and Executive Compensation Assessor (in the Individual Profile tab), Total Compensation refers to the base salary plus incentive amounts. In the Survey and Proxy Analysis tab of the Executive Compensation Assessor, Total All Compensation includes all cash and individually-paid benefits, as specified, as when non-cash remuneration elements are separately attributed to an individual. For a definition of "base salary," see Assessor Series FAQ #36. For a definition of "incentive," see Assessor Series FAQ #14. For the purposes of Distance Learning Center courses, the following definitions apply: Total Compensation is defined as, "The sum of all payments made to an employee for a specific time period (usually annual) including base salary, incentives, and bonuses (and/or other variable pay such as commissions)." For more definitions of compensation terms, please see the Online Business Glossary provided by the ERI Distance Learning Center Why don't you show pay figures for all public jobs? QUESTION: Law enforcement, municipalities, counties, and state and federal governments appear as industries in the Assessor Series, but why don t you show pay figures for all public jobs? ERI has found little interest among subscribers for surveys of public pay. Most jobs in those sectors

49 More Frequently Asked Questions 43 are literally public in all senses of the term. Their rates of pay are public, not confidential, and are open to public examination. Virtually no one is willing to pay for publicly available (free) data. The Salary Assessor does include a number of titles that are found in the public sector, but it tends to exclude uniformed first-response positions and elected posts, as well as jobs like Health Inspector that are only found in public entities Why are results different when comparing the XA and CA? QUESTION: When comparing the same job using the same area, industry, and organization size in the Executive Compensation Assessor (XA) and Nonprofit Comparables Assessor (CA), why are the results different? The Executive Compensation Assessor and Nonprofit Comparables Assessor use completely different databases. The XA shows smoothed analytical relationships between hundreds of survey sources, adjusted every quarter. The XA only displays dots from 2-digit through 4-digit esics, but bases predictions on the overall trend from years of quarterly updates from all sources, including private firms we survey whose dots do not show up in the product. The CA is a specific sampling of clearly identifiable observations where the results come exclusively from the dots shown, with no smoothing of analyses. So, any change in search parameters will completely yield different numbers. Results can vary dramatically from quarter to quarter as newer Forms 990 and proxies are filed. 5.2 FAQs About ERI Economic Research Institute The following topics include information on ERI's Background and are accessible via all Assessor Series Help menus What does ERI do? QUESTION: What exactly does ERI do? What is the value of ERI's products to me? It is ERI's goal to be your organization's compensation and benefits research outsource. That is, you should be able to duplicate ERI's calculations should you desire to spend the time and resources required to collect, compile and analyze the thousands of data points that comprise any one city's wage and salary rates as well as cost-of-living levels. This time and these resources can now be spent by subscribers in administering pay and performing the many other duties that modern Human Resource positions demand. ERI's research analysts offer a combined one-hundred-plus years of experience in the fields of compensation and benefits. ERI maintains several unique databases. ERI collects and tracks wage and salary information for the U.S., Canada, the UK and many European nations. ERI reports cost-of-living information globally, covering every nation and most major cities in the world. Data for each country is maintained separately. (Detailed methodologies are available from each Assessor Series application.) See employer-provided sources for more information. ERI's Assessor Series captures and combines the strengths of the Internet, the privacy and speed of your desktop PC/laptop, and ERI's research since 1987 to provide instantaneous answers to your most pressing compensation and benefits questions. ERI's researchers save you time and money!

50 ERI vs. Competitors QUESTION: How does your data compare with other firms who provide cost-of-living or wage and salary data? ERI's research analysts know of no other single source that offers both wage and salary information and cost-of-living information. For cost-of-living data, our competitors often charge more for one report than ERI charges for an annual subscription to the Relocation Assessor software and databases. ERI collects cost-of-living data more efficiently and inexpensively and passes those savings on to subscribers. For salary and wage data, you could purchase individual survey sources and conduct an in-house analysis of those sources, or you could purchase compiled wage data from a third-party supplier via a hardcopy report or Internet download. However, ERI offers advantages over both of these options. Purchasing one of our competitors' surveys is almost always more expensive; one survey can cost as much as an annual subscription to an Assessor Series application that allows for an unlimited number of analyses. Our competitors' individual surveys profile only a fraction of the data available for any given position or area, and they report neither the large number of job titles included in ERI's databases nor adjustments for the number of industries and areas available to Assessor Series subscribers. Another source of salary and wage data is to purchase compiled wage data reports from a third party. Quite often these third-party suppliers of wage data reports require an annual or multi-year contract. ERI's Assessors Series offers the advantages of more wage data and more features, at a fraction of the cost. (Please see "How do you keep your costs so low?" for related information.) What distinguishes ERI from its competitors is not only the lower cost of our products, but the approach ERI takes to produce and present our data. Like ERI, other companies may utilize market pricing and statistical analysis. The reliability of ERI's data has been established through peer review and further confirmed by its acceptance in legal proceedings. Few other competitors can make this claim. ERI has been actively engaged in salary and COL research since the 1980s. Over that period of time, ERI has leveraged its research and experience in the filed to both improve its existing methods and introduce new tools and analytic techniques. ERI senior research staff members have doctorate degrees, have served in compensation management positions for major US corporations and/or been professors at major universities, and have been published extensively in peer-reviewed professional journals on the subject of compensation. (Click here for biographies of ERI senior staff members.) ERI's approach to evaluating survey data for validity as well as the analyses we use to compile data also differ from our competitors. ERI utilizes its own set of position titles, position descriptions, geographic areas, industries and even types of company/organization size when compared to other companies. The detailed way in which we report data varies greatly from our competitors. ERI's Assessors Series offer many advantages when compared to third-party compilers of wage data. To be more specific: ERI provides names of survey sources, standard errors and survey population information. ERI provides job code information for each position as well as job code/industry crosswalks. ERI provides information for more than 6,000 position titles in more than 8,800 geographic areas,

51 More Frequently Asked Questions 45 including the U.S., Canada, the UK and several members of the European Union. ERI provides survey description briefs (one-paragraph summaries) and detailed position descriptions based on the format of the original DOT. ERI recognizes the greater complexities involved in determining executive compensation vs. non-executive compensation, and provides the added benefit of quickly downloading full proxies and 10-K's for comparable companies (for greater defensibility and illustration of identifiable practices). Our analyses are simply more powerful and accurate than what is provided by other companies ERI background to share with management QUESTION: What background regarding ERI can I share with management when discussing my organization's use of ERI data? ERI Economic Research Institute was founded in 1987 and currently serves thousands of corporate subscribers in a role that was once filled (internally) by corporate statisticians, operations researchers, wage economists, industrial engineers, compensation analysts and similar middle level management support positions that have largely disappeared from Human Resources Departments. At its simplest, ERI collects and conducts salary and cost of living surveys and data and prepares reports and software analyses by which managers may make decisions. ERI is considered a compensation and benefits research outsource. See About ERI for more information. While ERI does not release listings of the names of its subscribers, you may read about reliance upon ERI data as cited in customer testimonials and corporate proxies Which companies use ERI data? QUESTION: Which companies use ERI data? A number of voluntary subscriber disclosures about reliance on ERI data are cited in customer testimonials and corporate proxies and periodically appear in other authorized releases or public declarations. ERI does not release listings of the names of its subscribers. A complete listing or count of all users since 1987 would be problematic since users might not reveal their identities to ERI, entities change names, and current subscriber populations are constantly increasing. In general, ERI's research database software subscriptions are available to management, analysts and consultants and are now widely used by client organizations (over 10,000 corporate and consulting subscribers, affecting over 100,000 organizations' pay practices). Subscribers include corporate compensation, relocation, human resources, and other professionals, as well as independent consultants and counselors, and US and Canadian public sector administrators (including military, law enforcement, city/county, state/provincial, and federal government pay administrators). With the introduction of the Occupational Assessor (edot) software, vocational rehabilitation counselors, forensic economists, immigration attorneys and a host of other niche professionals are now joining as subscribers. For those interested in nonprofits, the Nonprofit Comparables Assessor (CA) is the definitive and comprehensive census of nonprofit executive pay used by IRS, charities, foundations and their consultants. ERI analyses are not available to the general public ERI data vs. data of major consulting firms QUESTION: What is different about ERI's software and data products than those provided by major consulting firms?

52 46 The Proxy Analyses feature of the Executive Compensation Assessor (XA) may quickly answer this question. Open XA and go to the Survey & Proxy Analyses tab. Initiate an analysis by selecting an industry, organization size (such as revenue or assets) and area. Review the dots on the scatter diagram. Click on one of them and see the actual company data. Click the appropriate button to retrieve the full proxy or 10K for any year back to To review, first hand, the considerable research that went into creating the geographic differentials, review the salary data for a small city in Wales, Wisconsin or Nova Scotia. ERI s products are unique. Whether it is the Occupational Assessor (edot/edot+) or ERI's Salary Increase Survey & Forecast or any of the Assessor Series applications, we spend the time, resources and effort to conduct analyses that major firms don't fund or support Why an annual subscription? QUESTION: Why do you sell your data on an annual subscription basis? Assessor Series products are licensed as annual subscriptions. That is, ERI leases to its software purchasers quarterly access to Assessor Series software databases. Each quarterly update may be accessed for the quarter for which it is released only. ERI releases updates throughout each year; research is conducted and processed on an ongoing basis. Hard copies of printed tables may be archived by the user, but past quarterly update DVDs are neither stocked nor "re-released" by ERI. Internet files are written over quarterly. Indeed, ERI's research databases are constantly updated and we do not keep archival backups; however, historical data can be found in ERI Salary Surveys reports. For further explanation please refer to the ERI End-User License Agreement. Annual subscriptions permit ERI to continue in the comprehensive research of pay, cost of living and job content for users in virtually every industry worldwide. ERI is first and foremost a research organization involved in data research, analyses and design for practical end-user applications. The most cost-effective way to assure constantly current data research is through subscriptions covering one or more years How do you keep your costs so low? QUESTION: How do you keep your costs so low? ERI has been developing and refining an extensive database of collected survey data for more than 20 years. Over the years, our extensive knowledge of compensation and our analysts' computer programming skills have allowed us to become extremely efficient in data collection, compiling, and market pricing. Our refined processes (which keep our staff exceptionally busy each quarter), the unique and extensive experience of our staff and the fact that our customer base is much larger than that of our competitors, allow ERI to provide high-quality data to our customers at a cost advantage when compared to third-party suppliers of wage and living expense data. In addition, ERI has always strived to serve the independent consultant as well as the mega-conglomerate. By keeping our products reasonably priced, we can ensure that the best possible data is also affordable to the independent consultant. ERI is proud of the fact that it supports smaller survey companies, which continue to provide outstanding data while being consistently ignored by ERI's competitors (who choose to use only the largest survey providers) I need help! How do I contact ERI? QUESTION: I'm having trouble using an ERI software application. How can I contact ERI? Please contact ERI Subscriber Services.

53 System Requirements 6 System Requirements 6.1 System Requirements 47 The following approximate system requirements were last updated April 1, 2014: Operating System: Windows Vista, 7, 8, Server 2003, Server 2008, and Server Windows Vista, 7, 8, Server 2003, Server 2008, and Server 2012 Users: When installing Assessor Series applications, it is recommended that you install as an administrator. Macintosh Users: Please see Notes for Macintosh Users. As of April 8, 2014, ERI does not continue to support use of any application listed below on a computer using the Windows XP operating system and makes no guarantee that all functions of all applications will work properly or without error in these settings. RAM and Processor: While it may be possible to run the applications listed below on a PC or laptop with less RAM and/or a slower processor, the amounts shown are the recommended minimums for reliable performance. When running the Nonprofit Comparables Assessor, we recommend that you use the higher requirements for RAM given below. Windows Server 2012 RAM: 2 GB Processor Speed: 1.4 GHz Windows Server 2003 and 2008 RAM: 1 GB (32-bit) or 2 GB (64-bit) Processor Speed: 1 GHz (32-bit) or 1.4 GHz (64-bit) Windows 8/Pro/Enterprise: RAM: 1 GB (32-bit) or 2 GB (64-bit) Processor Speed: 1 GHz Windows 7 Home Basic/Home Premium/Professional/Enterprise/Ultimate: RAM: 1 GB (32-bit) or 2 GB (64-bit) Processor Speed: 1 GHz Windows Vista Home Premium/Business/Enterprise/Ultimate: RAM: 1 GB (32-bit) or 2 GB (64-bit) Processor Speed: 1 GHz Windows Vista Home Basic: RAM: 1 GB Processor Speed: 1 GHz Disk Space: Assessor Series Application Platform Library Salary Assessor Geographic Assessor Relocation Assessor Executive Compensation Assessor Nonprofit Comparables Assessor Size on Disk 1.06 GB 84 MB 21 MB 19 MB 123 MB 243 MB (before downloading historical files)

54 48 Occupational Assessor (edot ) All Assessor Series Applications 244 MB 1.78 GB Internet Accessibility: A connection to the Internet is required for some applications or application features including the retrieval of Proxies, 10Ks, Annual Reports and Form 990s. (Form 990s are generally available in PDF format and also require a PDF viewer, such as Adobe Reader.) See IP Address, Port and URL Information for additional information. 6.2 IP Address, Port and URL Information Some features of ERI software applications utilize HTTP and FTP technology to transfer data from ERI's Internet servers to the application on the user's desktop. ERI also links to some third-party websites. (See Links to Third-Party Websites for more information.) In order to take full advantage of ERI's software applications, we recommend that the ports, IP addresses and URLs listed below, and all sub-directories, be established as accepted locations from which the user can access data. As of 2005, FTP sites are not FTP Secure sites. Any Assessor Series Application (for Semantic Search) In addition: Executive Compensation Assessor Port Nonprofit Comparables Assessor Port Geographic Assessor Port 80 Occupational Assessor (edot) ERI's Platform Library

55 System Requirements 49 ERI's Platform Library - Proxy and 10-K Application Port 21 See System Requirements and Downloading Problems for more information. 7 ERI Economic Research Institute 7.1 About ERI Please see About ERI. A PDF viewer is required to open this file. If you don t have a PDF viewer installed, you can download the free Adobe Reader. If your Adobe Reader installation is complete, then please click on the link above. 7.2 Contact ERI Subscriber Services For inquiries regarding any product, please use one of the following options to contact ERI Subscriber Services. INTERNET: PHONE: North America: (800) or (425) UK: +44 (0) FAX: North America: (360) info.eri@erieri.com You may also use the Send an option from any Assessor Series product. At the top of the application's main window, select the File Current Screen menu. MAIL: ERI Economic Research Institute th Avenue NE, Suite 100 Redmond, WA USA SUBSCRIBER SERVICES STANDARD HOURS OF OPERATION: 8:00 a.m. - 8:00 p.m. (Eastern Standard Time), Monday through Friday, excluding major holidays 7.3 ERI End-User License Agreement Please see the ERI End-User License Agreement. A PDF viewer is required to open this file. If you don t have a PDF viewer installed, you can download the free Adobe Reader. If your Adobe Reader installation is complete, then please click on the link

56 50 above. 8 Product and Ordering Information 8.1 ERI Products ERI's ASSESSOR SERIES & SURVEYS ERI s Platform Library (ERIPL) Salary Assessor & Survey (SA / SA+) Geographic Assessor & Pay Survey (GA / GA+) Relocation Assessor & COL Survey (RA / RA+) Executive Compensation Assessor & Survey (XA / XA+) Nonprofit Comparables Assessor & Tax-Exempt Survey (CA / CA+) Occupational Assessor (edot / edot+) COMBINED SERIES Full Assessor Series (FAS) Professional Assessor Series (PAS) Consultant Assessor Series (CAS) Remuneration Assessor Series (RAS) OTHER RESEARCH PRODUCTS ERI Distance Learning Center ( Salary Increase Survey ERI & Affiliate Salary Surveys (ERI Salary Surveys, PAQ, PAQ Survey Center) Global Salary Calculator (GSC / GSC+) Click here for ordering information. ERI Economic Research Institute th Avenue NE, Suite 100, Redmond, WA USA Telephone (800) or (425) , Fax (360) , info.eri@erieri.com Any and all use of ERI's Assessor Series software, whether by a subscriber who purchases a license or any other user whatever, is governed by ERI's End-User License Agreement. A copy of ERI's End-User License Agreement is accessible via the "Help" menu of any ERI software program. Copyright ERI Economic Research Institute, Inc. Patent Nos. 6,862,596 and 7,647, Updating Your Subscription & Ordering Information Updating Your Subscription & Ordering Information See ERI End-User License Agreement for licensing information.

57 Product and Ordering Information 51 See ERI Products for a description of each product. HOW TO UPDATE Choose from the following options: Update Assessor Series Applications and ERI's Platform Library from DVD See Update Assessor Series Applications from DVD Update Assessor Series Applications from the Internet See Installation Assessor Series Applications from the Internet Update ERI's Platform Library from the Internet See Install ERI's Platform Library from the Internet Automatic Updates See Automatic Updates HOW TO ORDER Choose from the following options: North America Customers: Call ERI Subscriber Services at (800) Fax your order to ERI at (360) Go to the order web page and order online. From ERI's Platform Library, select Internet Visit ERI's Web Site. United Kingdom Customers: Call ERI Subscriber Services at +44 (0) Go to the order web page and order online. From ERI's Platform Library, select Internet Visit ERI's Web Site. Taxes and Duties: California, Maryland, Missouri, and Washington subscribers: contact ERI for the correct tax amount. Canadian subscribers: add applicable taxes. International orders: foreign duties and taxes are the subscriber's responsibility. All Assessor Series applications and their databases, as well as their documentation, are constantly updated as the result of subscribers' comments. We appreciate each and every comment and/or suggestion. If you have questions, please contact ERI. ERI Economic Research Institute th Avenue NE, Suite 100, Redmond, WA USA Telephone (800) or (425) , Fax (360) , info.eri@erieri.com US FEIN , CAD HST/GST Any and all use of ERI's Assessor Series software, whether by a subscriber who purchases a

58 52 license or any other user whatever, is governed by ERI's End-User License Agreement. A copy of ERI's End-User License Agreement is accessible via the "Help" menu of any ERI software program. Copyright ERI Economic Research Institute, Inc. Patent Nos. 6,862,596 and 7,647, Order & Install from the Internet Current Subscribers - Please see Install Assessor Series Applications from the Internet. If you are not a current subscriber and would like to order and install the Assessor Series software and databases from the Internet: From ERI's Platform Library select Internet Visit ERI's Web Site OR log on to your Internet browser (Netscape or Internet Explorer) and go to Click the Order link from the green menu bar near the top of the page. Follow the instructions at the website to select, purchase and download the products you want to order. For additional information, please see Updating Your Subscription & Ordering Information and ERI Products. 9 Additional Common Topics (Listed Alphabetically) 9.1 Additional Resources Click the "Additional Resources" button in the Platform Library to access a pop-up menu of additional applications and features, including these free resources: 9.2 Proxies/10-Ks/Summary Tables Nonprofit 990s Immigration Data Online Tutorials Employment Law ERI Executive Index Thursday Training Classes Survey Sources APH Compliance ERI Economic Research Institute, in an effort to serve clients with disabilities, has made a voluntary and on-going commitment to design and revise ERI software products to meet the guidelines established by the American Printing House for the Blind (APH). Help file documentation for all of ERI's software applications is automatically provided in both HTML and PDF formats, the latter found online. PDF help manuals can be displayed in large print, meeting American Printing House for the Blind (APH) guidelines as described at For related information, please see:

59 Additional Common Topics (Listed Alphabetically) 53 Section 508 Compliance VPAT 9.3 Area Related Topics Definition of Geographic Area (Salary / Wage Analyses) ERI's definition of geographic area for salary/wage analyses can be explained by answering the following question: How are the geographic areas defined for salary and wage analyses? When I look at wage data for "Minneapolis, MN" is this Minneapolis, the Twin Cities, the MSA? ERI defines Minneapolis, MN as "within the city limits of Minneapolis". Generally speaking, when Wage Surveys are conducted, the survey company will ask major employers in the labor market or area to participate in the wage survey. In a city where the city limits are broad, the area contained in the Wage Survey and the city limits are nearly one and the same, as in Houston, for example. In metropolitan areas such as Los Angeles where the market consists of a core city and many cluster cities, the wage surveys will generally be conducted by major employers in the greater area. As such, the Wage Survey would be broader in area than just the city limits of the City of Los Angeles itself. There are also different survey boundaries for different surveys of any one market place. For example, ERI analyses include data for wage surveys of the greater Los Angeles Area and also surveys that break the wage data out by each major city within the greater Los Angeles area. There are also adjacent cities for which separate wage surveys may not be available each year. In such cases, the source of ERI structures may be from combined area wage surveys, such as greater metropolitan area surveys that would encompass areas like Phoenix, Arizona and Mesa, Arizona, for example. In such cases, when you bring up Mesa, AZ in the Geographic Assessor software and databases or the Salary Assessor software and databases you may notice wage differentials that are quite close to Phoenix, due to the cities being part of the same metropolitan area wage surveys and the relative lack of individual city data for Phoenix and Mesa. In cases where the Geographic Assessor software and databases or the Salary Assessor software and databases report similar pay levels for adjacent cities, ERI analyses have identified these adjacent cities as effectively part of the same labor market. That is, the demand and supply for labor in these cities is similar. In many cases, however, ERI analyses find that "downtown" pay rates are highest, with pay dropping significantly in surrounding suburbs. This will explain why ERI pay data is relatively low for smaller cities and towns outside of some major cities. In these cases, distance is an economic variable for pay. In reviewing our database, there are over 8,000 combinations that occur in terms of geographic wage areas in North America alone. We use individual city wage data in every case where it is available and model wage data for "within city limits" estimates for our geographic area structures for the smallest cities and towns. Each ERI city's structures may thus be considered "within city limits" data. If you need to review pay levels for a greater metropolitan area, the Geographic Assessor and the Salary Assessor software and databases allow for a user-defined combinations of cities. It is also possible to combine cities within counties or entire counties with other counties in order to review regional pay. Please note: Canadian "counties" are equivalent to US counties. That is, they are "Census Divisions" that exclude Indian Government Districts, Reserves, Settlements, Terres, and Villages. As a final note, the Salary Assessor databases contain 300 US and Canadian areas. When both the Salary Assessor and the Geographic Assessor software and databases are installed, the Geographic Assessor databases greatly expand the database utilized by the Salary Assessor software and the data accessible to the subscriber. Thus, for subscribers who create "user-defined averages" of multiple cities, it is recommended that both the Salary Assessor and the Geographic Assessor software and databases be installed, as the addition of the Geographic Assessor databases with over 8,000 cities in North America (and 1,500 additional areas if a UK/EU license is present) provides

60 54 greater flexibility in fine-tuning geographic area definitions. The more closely you are able to define your organization's labor market, the better the data will serve your needs Definition of Geographic Area (Cost of Living) ERI's definition of geographic area for cost of living analyses can be explained by answering the following question: How are the geographic areas defined for cost of living analyses? When I look at data for "Beijing, China" or "Washington, DC" is this similar to the metro area or regional figures reported by other sources? ERI defines all cities as "within the city limits." Surrounding suburbs, smaller cities and towns, are reported separately. The primary reason for this is the unique housing prices found within even adjacent cities and towns, although other cost elements may also vary, including city/county income tax rates, property taxes, sales tax, consumables prices, health care costs, transportation costs, etc. For this reason, our data may vary significantly from sources that average multiple areas into regions. ERI discourages use of regional averages when analyzing cost of living, although the Relocation Assessor software and databases will allow for user-defined averages of selected benchmark living areas, for example, three livable neighborhoods within 25 miles of a branch office that management has defined as a reasonable "living area mix" to which COLAs are pegged. An "average housing price" for a metro area is worthless information in most analyses, but reviewing an area's range of housing prices may afford some insight to relocation management and the relocating employee. The Relocation Assessor software and databases facilitate such analyses with a browse function that will load areas located within a certain mile radius to a branch office or in selected counties to the COL Table by Earnings and then sort by costs these selected cities to provide a feel for the range of costs in a given, defined "area." When considering "downtown" costs as opposed to "surrounding suburb" cost of living, there are a few other considerations which may be helpful for ERI subscribers. Using the example of Washington, DC: 1. Are employees really living within the city limits of Washington, DC? 2. Is the COLA unreasonably high because downtown costs are being reviewed rather than a benchmark suburb? 3. Where, in fact, are most employees at this earnings level typically living? 4. Are employees at this earnings level typically renting or owning? Two-city cost of living differential results may be altered significantly simply by viewing different combinations of Washington suburbs in comparison with one another or by selecting different specific neighborhoods within the city. For example, the two-city overall cost-of-living comparison will vary greatly with different choices for base city and destination city per the widely diverse home prices represented below (these areas are all within 20 miles of downtown Washington): Washington Office Washington-Wesley Heights neighborhood, DC Falls Church, VA Washington, DC Washington-Georgetown neighborhood, DC Capitol Heights, MD Small Cities and Towns in ERI's Database ERI has collected information on all cities 10,000 or more in population, matched to ZIP/postal codes. Cities and towns of much smaller population as well as neighborhoods within city limits have been added since 1987, based upon subscriber requests. The Salary Assessor software databases segregate wage/salary survey data into divisions of no less than one five-digit ZIP Code. The reason for this limitation is that there exists, to ERI's knowledge, no better, more precise segregation of

61 Additional Common Topics (Listed Alphabetically) 55 market pricing data. In cases where a specific job in is not surveyed in a specific city, ERI will utilize pay relationships of nearby comparable or contiguous areas in its analysis of geographic pay patterns. The normative data from these sources permit us to derive geographic pay differential patterns which can be applied to the specific job which was not surveyed. This concept is based on the principle of relative value patterns of jobs of nearby comparable or contiguous areas. Thus, the wage values ERI shows for the job not surveyed is calculated based on the same relative value of the job in question to other jobs as they exist in comparable/contiguous areas. Over the years, the accuracy of extending the relative value to a specific job not surveyed has been demonstrated to be quite accurate. The accuracy has been demonstrated by later wage surveys which have included the job in question, individual wage input to our Internet site, PAQ analysis data gathering, ERI monitoring of job boards, job postings, FLSA analysis reports, and company and customer feedback. ERI has worked since 1987 validating the economic studies first created by our Founding Director. Distance and populace as compared to those nearby areas where salary structures are known have proved to be reliable economic factors. ERI is often asked if cost of living has a relationship with pay. The answer is sometimes, however, ERI does not include cost of living as an economic value in our economic studies for geographic pay for areas that are too small to be surveyed. For the statistician, the correlation between cost of living and cost of labor is positive. This means that cost-of-living structures generally tend to move in the same direction as wage and salary structures for the same area. The data for the smallest cities and towns, too small to be surveys, are based on economic studies of contiguous areas and should be utilized as such. However, ERI has considerable confidence in the local market data presented. And for our subscribers who must use this data, please note that ERI may be the only source of data for the majority of the North American cities and towns we profile. In the last few years, our economic studies have been checked against the US DOL OES salary survey Requests for New Areas If there are any areas not included in the Assessor Series software databases which you would like to see added, please contact ERI. In most cases where adequate survey information exists for both wage/salary and cost-of-living, ERI can accommodate requests by the following quarterly update. Thank you to all of our subscribers, past and present, for your continued suggestions and comments Zz Areas The "Zz..." areas shown at the very bottom of the area listing on the Input City dialog represent predefined geographic differentials from the US National Average. For example, if your policy line for external market competitiveness is set at a specific differential rate from the US Average, you can choose the appropriate pre-calculated level. Companies that pay 25% above the US Average could select "Zz25" as the area for their analysis. Note that "Zz25" does not include the minus on the end. Companies that pay 9% below the US Average could select "Zz09-" as the area for their analysis. Note that the minus sign "-" does appear as part of the Zz area name in this example.

62 Assessor Series Applications Please see ERI Products Salary Assessor Click on the table below or click here for more information Salary Assessor Background ERI's Salary Assessor (SA / SA+) survey software is an easy-to-use program that reports up-to-the-present-day competitive wage, salary, and incentive survey data. Each job has been tracked over time (many since 1970) by ERI researchers who save subscribers time and expense by collecting

63 Additional Common Topics (Listed Alphabetically) 57 and analyzing thousands of salary surveys. ERI s Salary Assessor desktop software takes advantage of the speed and power of a subscriber s PC, providing analyses of competitive pay. ERI s consensus survey databases are utilized by thousands of organizations as salary guides for compensation planning. SA provides detailed salary ranges for over 6,000 positions in 298 US and Canadian metro areas. The geographic area expands to over 8,200 US and Canadian locations when used in conjunction with ERI s Geographic Assessor labor cost software. Salary calculations are based on user inputs for geographic area, industry, organization size, salary planning date, and pay strategy (at, below, or above market rates). Each salary report includes a complete job description derived from the Occupational Assessor(eDOT/eDOT+) job analysis database. European and United Kingdom salary data are included in the SA+ Consultant Edition. The Consultant Edition also provides base salary, incentive, and total compensation data for an additional 550 executive position titles. Reliability statistics (standard error and number of observations) are provided to meet Daubert court challenges. Salary structure planning is facilitated by a Benchmark List screen that reports the organization s competitive position for benchmark jobs. A Geographic List screen enables users to compare salaries for a single position in up to 99 locations. ERI salary tables are displayed and stored according to user specifications. Salary data may be ranked, sorted, printed, ed, saved, and exported to other applications, such as Word, Excel, etc Base Salary, Total Compensation and Incentive pay for over 6,000 position titles Exempt and nonexempt position titles New hybrid jobs feature Salary planning screen Data may be adjusted for geographic area, industry, organization size (revenue, assets, or fiscal year budget) or years of experience, and planning date Data for 298 US and Canadian locations (expanding to 8,200+ North American areas or 9,600+ world-wide areas with the Geographic Assessor) Over 1,200 unique industry sectors Salaries by Level available for all position titles Benchmark 300 positions for a single location Select positions by industry for benchmarking Compare 99 different geographic locations for one position title ERI collects thousands of salary surveys; evaluates each survey for validity, reliability and use; compiles salaries for positions with similar duties, responsibilities, skills and functions Reliability statistics and methodology available Updated quarterly Geographic Assessor Click on the table below or click here for more information.

64 Geographic Assessor Background ERI's Geographic Assessor (GA) Professional Edition compares geographic salary levels at the location of your headquarters and branch offices. Subscribers utilize this desktop software application to set branch office salary structures that are fair and competitive. ERI s pay survey software contrasts salaries in over 9,600 locations worldwide, with over 8,200 US and Canadian locations, including suburbs. The Consultant Edition includes UK and European pay differentials. Users can compare cities to each other or to a national average. Alternatively, they can create user-defined locations based on the commuting distance of the local labor pool. The Geographic Assessor also provides general cost-of-living comparisons to help organizations select locations for new facilities. Geographic salary and cost-of-living differentials are calculated based on the earnings levels and locations the user selects. A Comparison List screen is available for multiple office locations, with summary salary differentials at different earnings levels, or grade midpoints, as selected by the user. Prevailing Wages for H-1B Visa Applications The Consultant Edition (GA+) also provides US prevailing wage and Census data. Subscribers utilize this edition to determine prevailing wages for H-1B visas, set bids for government contracts, and retrieve US Census data of race and gender ( ) by job category. This Census information provides baseline reference data for affirmative action reporting and OFCCP Regulation analyses. ERI researchers save you time and expense by collecting and analyzing salary survey data and cost-of-living statistics from thousands of sources. Subscribers can quickly prepare reports for management using Geographic Assessor cost-of-labor tables and graphs. Prevailing wage reports can also be saved, ed, printed, or exported to other applications, such as Word, Excel, etc. Sold on an annual subscription basis, database updates are released each quarter (January, April, July, and October) via Internet download or mailed DVD. Geographic differentials for 9,600+ locations world wide Two city comparison with cost of living analyses Benchmark 99 locations for 5 salary levels Prevailing Wage analyses available for H-1B visa applications OES and Census data also available Updated quarterly

65 Additional Common Topics (Listed Alphabetically) 59 GEOGRAPHIC ASSESSOR BACKGROUND The Geographic Assessor software and databases were initially created as an easy-to-use calculator of geographic pay and cost-of-living differentials. This product calculates variances between cities as a complement to the Geographic Reference (no longer in print) which used to provide only structures and equations compared to a US national norm. Users of the Geographic Reference had to hand-calculate inter city differentials by first converting a Base City's Area Structures data to US or Canadian National and then making a second comparison to the Destination City. The Geographic Assessor software and databases perform these calculations for you in seconds. For salary and wage levels, ERI continues to apply statistical analyses to nationally and regionally reported survey data, utilizing a benchmark modeling technique developed by ERI. ERI effects no magic with our collection of survey data, creation of a master database, and statistical analyses. You might also produce these results, should you wish to expend the time and expense of collecting the thousands of national and local area surveys now conducted within the US and Canada by trade, association, private, and government entities. Based upon these two separate data analyses, the Geographic Assessor software and databases calculate both the relative cost-of-living and salary and wage levels for selected metropolitan areas or cities. The Geographic Assessor software and databases also provide a comparison of both areas to a country-wide average. Relocation Administration Subscribers who are administering an employee relocation or transfer are strongly encouraged to utilize the Relocation Assessor software and databases. The Geographic Assessor software and databases present cursory cost-of-living information. This information is limited to renters' spending patterns and is intended to provide only a first look at the relative buying power of wages/salaries in different areas. It is not intended to present a recommended COLA or other relocation administration data Relocation Assessor Click on the table below, or click here for more information.

66 Relocation Assessor Background ERI s Relocation Assessor & Cost-of-Living Survey (RA / RA+) is a desktop software application that compares cost-of-living levels in over 11,500 areas worldwide. Create detailed two-city cost-of-living comparison reports in-house or contrast the cost of living for multiple earnings levels in up to 99 cities at a time as compared to one base area (e.g. headquarters) or a national average. Per diem rates for temporary relocation allowances are provided. The Professional Edition (RA) provides cost-of-living comparisons for over 8,200 US and Canadian cities, while the Consultant Edition (RA+) analyzes living costs in more than 11,500 locations worldwide, including North America. Each cost-of-living comparison is based upon your input of a relocating employee s earnings/spending level, home size, home ownership (US and Canada only) or rental, family size, number of automobiles, distances driven, and automobile value. Tax equalization options are available for international relocations. Cities may be compared individually or grouped into user-defined locations based on the commuting distance of the local labor pool. The Relocation Assessor software is a comprehensive cost-of-living calculator, reporting data compiled from thousands of surveys and sources worldwide. Data is presented in the currency of your choice, and your cost-of-living comparison reports can be

67 Additional Common Topics (Listed Alphabetically) 61 saved, printed, ed, or exported to other desktop applications. Subscribers receive dataset updates each quarter (in January, April, July, and October of each annual subscription year) via Internet download or mailed DVD. Complimentary ERI courses teach use of RA for relocation planning. Please see RA's Help menu for a link to on-line, related courses. Detailed cost-of-living analyses for 11,500+ locations world wide Two city analyses and benchmark analyses of 99 locations for 5 income levels Estimated per diems for up to 99 locations at one time Housing assumptions for home owner analyses Graph and pie chart comparisons Methodology available Updated quarterly Please note: International comparisons found in the Relocation Assessor software and databases assume a US or Canadian expatriate, working abroad temporarily (one year or less) Executive Compensation Assessor Click on a specific area of the table below, or click here for background information.

68 Executive Compensation Assessor Background ERI s Executive Compensation Assessor (XA) survey software reports competitive salaries and bonuses for more 550 top management position titles as found within multiple industries. Executive compensation data may be adjusted for geographic area, industry, organization size, pay strategy, and compensation valuation or planning date. XA software assists with precise evaluations of market pay and executive salaries and is the only source of its kind that analyzes data compiled from all publicly available executive compensation surveys. ERI s database includes SEC proxy data and 10-K reports, as well as UK/EU annual reports. For tax-exempt compensation data, see ERI s Nonprofit Comparables Assessor & Tax-Exempt Survey (CA) software. XA data has been utilized successfully by valuation expert witnesses in US Tax Court for purposes of estimating reasonable compensation. The XA+ Consultant Edition provides base salary, incentive, and total remuneration data for an additional 1,500 UK and EU publicly traded corporations. XA now reports data for more

69 Additional Common Topics (Listed Alphabetically) 63 than 6,500 US corporations from over 14,000 US publicly-traded corporations proxies and 10-K annual reports (1994 to present) and data from over 783 Canadian and 928 UK/EU publicly traded corporations! Base Salary, Total Compensation and Incentive pay for 550 position titles (North America and UK/EU) Data may be adjusted for geographic area, industry, organization size (revenue) and planning date Data for 298 US and Canadian locations (expanding to 8,200+ North American areas or 9,600+ world-wide areas with the Geographic Assessor) Over 1,200 unique industry sectors Benchmark 99 positions for a single location Download Proxies, 10-Ks, Annual Reports and Management Circulars Review Cash Compensation, Stock Awards, Options Awards, Non-Equity Compensation, and Change in Pension, etc. Print Graph with data points click a dot on the graph to view company-specific data Create comparable company lists based on position title, revenue, industry, and ZIP Code Company name text search available Reliability statistics and methodology available Updated quarterly Nonprofit Comparables Assessor Click here for background information.

70 Nonprofit Comparables Assessor Background ERI's Nonprofit Comparables Assessor & Tax-Exempt Survey Demo Edition provides defensible compensation data for executive and top management positions as derived from ERI's extensive analysis of Forms 990, 990EZ and 990PF. The following features are included in the free demo version: Direct cash compensation data for executive and top management positions Data adjusted for geographic area, industry, organization size (revenue) and planning date Graph displays dots within one standard deviation of the mean; customized x-axis range for revenue or assets: -100,000,000,000 up to 100,000,000,000 Comparable Organization check-list can be filtered by revenue, industry, ZIP Code, text and ranked by Form 990 fields and their relation to one another. Quarterly Updates Detailed methodology The Nonprofit Comparables Assessor & Tax-Exempt Survey (CA) Professional Edition also incorporates for-profit data collected from proxies and 10-Ks, allowing for a mixed analyses of both tax-exempt and for-profit data. This is important because the Treasury Regulations allow applicable tax-exempt organizations to create a rebuttable presumption of reasonableness regarding compensation comparability data by using data from both taxable and tax-exempt organizations. Additional features only available with a CA license: Entities option to select data for Tax-Exempt Only or Tax-Exempt with For Profit Other Research tab that links to a website of custom filtered and standard reports of Form 990 data for researching nonprofit executive salaries and charities. Graph y-axis that expands beyond +/- 1.0 standard deviation relative to the mean to show outlier organizations; dots can be clicked to access raw data. Access historical and non-compensated employee databases, with over 23 million lines of data for over 200,000 organizations, some starting in Summary Compensation Tables for all organizations and downloadable Form 990s, Proxies and 10-Ks Comparable Peer Analysis for selection, sorting and side-by-side comparison of data

71 Additional Common Topics (Listed Alphabetically) 65 Trend Analysis for graphing how a position has been paid by a single organization over time The Nonprofit Comparables Assessor & Tax-Exempt Survey (CA+) Consultant Edition also incorporates for-profit data collected from proxies and 10-Ks, allowing for a mixed analyses of both tax-exempt and for-profit data. This is important because the Treasury Regulations allow applicable tax-exempt organizations to create a rebuttable presumption of reasonableness regarding compensation comparability data by using data from both taxable and tax-exempt organizations. Additional features only available with a CA+ license: View the State Analysis tab that displays a report of the highest paid officers/directors in nonprofit organizations by state. This new feature was created for use by subscribers concentrating on IRS compliance. Utilize the Full Xwalk tab, an advanced semantic search engine accessible in the Comparables window. Users may search by organization name, address, or individual's name and view a list of individuals in nonprofit organizations listed by type: contractors, donors/contributors, grantees, health care, key employees, officers/directors, paid by others, top paid employees, and government list. Data are derived from digitized Form 990s, leased private datasets, and US government ists. These reports of semantic relationships were created for use by subscribers concentrating on IRS compliance Occupational Assessor (edot / edot+) Click on the graphic below, or click here for more information.

72 Occupational Assesssor (edot / edot+) Background ERI's Occupational Assessor, also called edot or OA, is an easy-to-use program that provides information concerning 99 characteristics of work for over 18,000 unique jobs found in the US today. Professionals analyze jobs using OA under new US FLSA overtime rules and assist those who want to reenter the workplace with "lessened capacities." More in-depth usage is possible with disability determination analyses, available in the Consultant Edition (OA+). OA's online use contributes data to PAQ's edot Skills & Competency (SCO) Project cybernetic system of collecting physical, mental, and environmental demands found in the modern workplace, and it also contributes to ERI Salary Surveys online survey databases. PAQ, in turn, contributes data to ERI's Job Availability Survey, capturing job occurrences; this counting is complemented with the millions of individuals' job title counts gathered annually from loan and employment applicant earnings verifications, digitized public records including the US SEC, OCR of US IRS returns, ERI Salary Surveys' patented online surveys, including ERI's study of job board data. The consequence is that ERI can report both the pay for jobs and the frequency of job's occurrence within a geographic area or industry.

73 Additional Common Topics (Listed Alphabetically) 67 ERI and PAQ data are unique. The US DOL, in abandoning its Dictionary of Occupational Titles, today reports on only 750 job families, with generalized information of interest mainly to those in career counseling for the healthy. The question is simple, "Within a 5-50 mile driving radius, what are the 20 organizations most likely in need of one's skills and physical/mental capabilities?" OA, assisted by the Internet, holds an answer that greatly increases the chances of job search success. Again, this Assessor is available in two versions Professional (for US FLSA determinations, along with an archive 1991 DOT copy, and the described "best" job search for disabled individuals or those unexpectedly unemployed) and the Consultant (used in disability determinations by major disability carriers, the courts, and vocational experts). Professional Edition Occupational Assessor (OA) is used to assist in job searches and in determining US FLSA overtime exemption status. Features include the following: For a job search, identify an individual's capability and use the Job Search Module (complimentary in the demo version) Identify education, achievements, skills, present residence, and any limitations on physical and mental capacities Review the jobs found nationally or locally for which present capacities and past training might qualify Review three estimations of the number of these jobs within one's area, region, or state Generate ERI and PAQ's unique lists of employers within one's commuting radius, employers that have been pre-screened to most likely have the identified alternative positions within their staffing Quickly review a digitized list of job board postings by matched employer, area, and/or industry to see if any of these employers might now have "the right job at the right time in the right place" Ability to select any of over 18,000 position titles (for FLSA tests and job searches, an employer or resident address and industry will be required, as many states have their own unique overtime exempt, non-exempt provisions) Review the 11 job analysis questions required by 8/23/2004's new Part 541 Regulations, with the edot average answer (SCO) captured to date by PAQ's edot SCO Project. Enter measures as required, enter comments to preserve rationale soon forgotten Consultant Edition Occupational Assessor (OA+) & Survey is for use by major disability carriers (some with over 50 subscriptions) and vocational experts. Features include the following: All Professional Edition OA data and features Identify an individual's past jobs/employers and change OA+ "average" job descriptions and measures as required (identifying the skills and capacities one once acquired) Review the source data; use edot's new data and/or review the Archived 1991 Dictionary of Occupational Titles (if required, as some states and federal agencies still mandate DOT's use) Review three methods of computing selected characteristics of occupations (all, with or without Internet visitor input; that is, limiting data to that from field analyses of subject matter experts only) Since July 2004, PAQ Services, Inc. has managed and updated ERI Economic Research Institute's edot Skills & Competency (SCO) Project and software programs ERI's Platform Library Click on a specific area of the Platform Library below, or click here for more information.

74 ERI's Platform Library Background Run Assessor Series Applications ERI's Platform Library was created as a platform from which all Assessor Series software might be more effectively run. In addition to the main Assessor Series buttons, please see the File Run a Program menu to review all of the applications that may be accessed from the Platform Library. Demonstration Versions ERI's Platform Library includes demonstration versions of all available Windows-based applications. If a license for one of the Assessor Series products does not exist, then the product's button (and the product's File Run a Program... menu) is still enabled, providing access to a demonstration version of the product. ERI's Platform Library also provides quick access to several non-copyrighted datasets that can be useful in compensation & benefits management. ERI has collected this data for interested Human Resource professionals. ERI Salary Increase Survey & Forecast As an ERI Economic Research Institute subscriber, you have free access to the ERI Salary Increase Survey & Forecast available from for salary and merit increase projections by industry, area and job function. Subscribers must access this report from the Salary Increase Tab in the ERI Platform Library to avoid the standard fee. After answering the initial twelve survey questions, ERI subscribers linking through the Platform Library will receive this complimentary report. Industry and Job Family Surveys Click on Survey Questionnaires to view industry and job family surveys available from These surveys are free to participating ERI subscribers who access the surveys from the Survey Questionnaires Tab.

75 Additional Common Topics (Listed Alphabetically) 69 Employment Law See Employment Law Proxies / 10-Ks / Appraisal Norms / Form 990 Compensation Data You may now retrieve proxies, 10-Ks and appraisal norms for any of 10,000 publicly trade companies. The SEC requires corporations (with stock that trades publicly) to report electronically to the SEC, including copies of annual proxies. Proxies, of course, include executive compensation data. At least five officers' pay are detailed in each proxy, allowing for the instant creation of an executive compensation database that is complete to the extreme, including stock options, imputed values, perquisites, deferred compensation along with easily read tables of direct cash compensation, bonuses and salaries. ERI researchers examine these proxies and extract direct compensation data for approximately 1,100 unique industry sectors. This data is used for Executive Compensation Assessor and Nonprofit Comparables Assessor analyses. You may retrieve these proxies and 10-Ks yourself, along with extracted appraisal norms. Nonprofit Form 990 and UK executive compensation data (Annual Report *.pdfs) are also available. Save yourself hours of time using ERI's retrieval programs. View International Maps ERI's Platform Library provides easy access to thousands of maps for locations in the U.S., Canada and throughout the world. Simply select a location using an Assessor Series product, then click on the globe in the center of ERI's Platform Library screen, and a map of the area selected in your Assessor Series analysis will appear. Please note: Connection to the Internet is required for this feature. Please see "Links to Third Party websites" in any of ERI's software application Help programs. The DLC Wizard The DLC Wizard is a feature of the Platform Library that allows CPAs, attorneys, agents, corporate analysts and students to take ERI Distance Learning Center courses within a program "framework" that automatically runs and accesses course related programs, references and materials DLC Wizard Click on a specific area of the DLC Wizard below, or click here for more information.

76 DLC Wizard Background To Access ERI's DLC Wizard From ERI's Platform Library, click the HR Courses tab on the top frame. The DLC Wizard is a virtual picture frame that surrounds every ERI Distance Learning Center (DLC) course when that course is accessed from ERI's Platform Library. Six resources and analyses unique to that DLC course are activated with course-specific data, creating a unique learning experience. The DLC Wizard is fast! It automatically loads analyses programs and reference materials while you are taking a course. The buttons located on the bottom frame allow users to quickly view the related: Analysis - the applicable Assessor Series application or related software, such as the Salary Assessor software and databases Tutorial - the applicable ERI Tutorial module, such as "Determining the Market Rate for a Position." Textbook - the applicable chapter from ERI's online textbook, Internet Based Compensation and Benefit Administration Online Survey - the appropriate wage/salary, cost-of-living, or benefits survey for areas worldwide Reference Site - a related website providing additional supporting information on the specific concepts/topics covered by the selected DLC course ERI Reference - the appropriate reference topic in Employment Law or the DLC Glossary

77 Additional Common Topics (Listed Alphabetically) 71 The DLC Wizard contains student and instructor management and administrative features: For the analyst or professional taking a course for continuing education credit: the DLC Wizard identifies the DLC course concepts where memory jogger questions were missed and/or the place in a course where one interrupts a lesson. See the View menu. Continuing education credits granted for PHR, GPHR, and SPHR certification; CBP, GRP, CCP, and WLCP certification; CPA CPE credits; and ERI's Job and Compensation Analyst credential. See ERI's Distance Learning Center for more information ERI Distance Learning Center The ERI Distance Learning Center (DLC) ( is a collection of fully interactive self-study courses that may be used for continuing education credit and/or the training of skilled and knowledgeable analysts and researchers. DLC course design is dictated by the National Association of State Boards of Accountancy (NASBA) QAS requirements. ERI is registered with NASBA as a sponsor of continuing professional education. See All ERI courses are delivered exclusively via the Internet. Please visit for more information on participating accrediting organizations and what CE credits are currently available. Users who load a DLC course from the DLC Wizard have the added benefit of quick and easy access to related documentation and other resources including tutorials, software applications, textbook

78 72 chapters, reference websites, and online surveys. For more information click the DLC Related Topics link in the topic banner above Accessing a DLC Self-Study Course To Access a DLC Self-Study Course From ERI's Platform Library 1. Click the HR Courses tab (or button) on the top frame. 2. The Platform Library will automatically load the Distance Learning Center website, if an Internet connection is available. 3. Select a course, then click Start Course and follow the steps to Enroll and begin the course. From an Assessor Series Application 1. Open an Assessor Series software application. 2. Select the main table or sub-program you would most like to view a self-study course on. 3. Select Help ERI Software/DLC Course Crosswalk. To Search for a Self-Study Course on a Specific ERI Product or Topic 1. From ERI's Platform Library, click the Self-Study button. 2. Select Online Courses/ERI Software Crosswalk Accessing the ERI Distance Learning Center The ERI Distance Learning Center is available both on the Internet and from ERI's Platform Library DVD. In addition, all Assessor Series screens are keyed to a specific course that covers the foundation concepts needed for that screen's analyses. To Access the ERI Distance Learning Center From ERI's Platform Library 1. Click the HR Courses tab (or button) on the top frame. 2. The Platform Library will automatically load the Distance Learning Center website, if an Internet connection is available. From the Internet 1. Log on to the Internet. 2. Go to Assessor Series Suites Full Assessor Series An annual subscription to the Full Assessor Series software database suite includes all of the following: Salary Assessor - Professional Edition (SA) Geographic Assessor - Professional Edition (GA) Relocation Assessor - Professional Edition (RA) Occupational Assessor - Professional Edition (edot) Platform Library (PL) Professional Assessor Series An annual subscription to the Professional Assessor Series software database suite includes: the Full Assessor Series plus:

79 Additional Common Topics (Listed Alphabetically) 73 Executive Compensation Assessor - Professional Edition (XA) Occupational Assessor - Consultant Edition (edot+) Nonprofit Comparables Assessor - Consultant Edition (CA+) Consultant Assessor Series An annual subscription to the Consultant Assessor Series software database suite includes: the Professional Assessor Series plus: Salary Assessor - Consultant Edition (SA+) Geographic Assessor - Consultant Edition (GA+) Relocation Assessor - Consultant Edition (RA+) Executive Compensation Assessor - Consultant Edition (XA+) Remuneration Assessor Series Remuneration Assessor Series An annual subscription to the Remuneration Assessor Series software database suite includes all of the following: Salary Assessor - UK/EU areas Geographic Assessor - UK/EU areas Relocation Assessor - International areas Executive Compensation Assessor - UK/EU areas Platform Library (PL) 9.6 Copyright Please see Copyright. A PDF viewer is required to open this file. If you don t have a PDF viewer installed, you can download the free Adobe Reader. If your Adobe Reader installation is complete, then please click on the link above. 9.7 Conference Call Symposiums ERI specialists host Conference Call Symposiums focusing on the Assessor Series and individual Assessors. These conference calls are provided for SUBSCRIBERS ONLY. Those who are not yet subscribers and would like to learn more about ERI compensation software are invited to sign up for a free Guided Tour (scheduled at their convenience) or free Weekly Webinar. 9.8 Demonstration Version If you have not yet subscribed to ERI and/or have not yet implemented a license code for a specific Assessor Series application, then the demonstration version of that product can be accessed via ERI's Platform Library by clicking one of the appropriate green buttons or by selecting the appropriate File Run a Program... menu from the top of the Platform Library.

80 74 All demos may be run directly from the Platform Library DVD. If you have installed the full version of an Assessor Series application to a shared network drive but find that, when you run the Platform Library, the application's button still points to the demonstration version, you may need to re-direct the button. See Installation - Network for more information. Please refer to the Platform Library - Background topic for more information about features offered. 9.9 DLC Related Topics 9.10 Accessing a DLC Self-Study Course Accessing a Tutorial Accessing the ERI Distance Learning Center ERI Distance Learning Center DLC Wizard DLC Wizard Background edot Code The edot code is a nine-digit code made up of three digit parts. The first part, the first three digits, is called the Occupational Code. Each digit of this code classifies titles in increasing specificity. The first digit clusters all titles into nine broad categories. The second digit subdivides categories into 83 occupation-specific divisions. The third digit subdivides divisions into 564 even more specific groups. The second part, the middle three digits, of the edot code are the Worker Functions. The first digit describes how a worker uses data. The second digit describes how a worker relates to people. And the third digit describes how a worker uses things. The third and last part, the last three digits, of the edot code simply serves to differentiate codes with the same first six digits.

81 Additional Common Topics (Listed Alphabetically) Downloading Problems From ERI's Website Sometimes when downloading a file from ERI's website, a file will appear to have downloaded really fast, and then when the user tries to run the downloaded file, an error message appears, "corrupt installation detected." If this is happening to you, then most likely your employer has installed a firewall preventing employees from downloading executables from the Internet, or you are not a member of the appropriate permissions group. Talk to your MIS or IT department about getting administrative access to download files. Several of ERI's Assessor Series applications include features that involve retrieval of information from ERI's servers via the Internet. It all happens behind the scenes, and a firewall could cause problems when trying to use these applications and features, including: Proxies & 10-Ks (via the Platform Library) Valuations (via the Executive Compensation Assessor(XA)) Comparable Companies -- Proxies and 10-Ks (via the Executive Compensation Assessor(XA)) Comparable Organizations -- Form 990s (via the Nonprofit Comparables Assessor (CA)) Census Data tab (via the Geographic Assessor (GA)) In the case of XA or CA, some users will find that the application appears to work properly, but then it will prompt the user to "Check a year..." to download a proxy, 10-K or Form 990, but no years are listed. If this is happening to you, then most likely you do not have an active connection to the Internet, or your company has installed a firewall that prevents downloads from websites that are not pre-authorized, or you are not a member of the appropriate permissions group. Try connecting to the Internet before running the Assessor Series application. If this doesn't correct the problem, then talk to your MIS or IT department about getting administrative access to download the files. Permissions Group If the firewall doesn't appear to be the issue, then it may be that the problem has to do with whether or not you are a member of a particular permissions group. Some organizations have special permission groups (like IE Download Group permissions) that allow only certain users to download files from the Internet. If your organization has permission groups like this, and you are not a member of the appropriate group, then this may also be the cause of the problem. Please contact your IT department about how you can request the necessary permissions and/or to be added to the particular group. Write Access If the drive the Assessor Series product is installed to is write protected, then the download feature will not work. See IP Address, Port and URL Information for additional assistance a Report To Send an from an Assessor Series Application 1. Select File Current Screen.

82 On the tab, place a check mark next to any attachments that you would like to send. Complete the rest of the form just as you would a regular -- manually type the address(es) in the appropriate field(s) for To:, Cc:, or Bcc:, or click one of these buttons to access your Address Book. You may also type a message to appear in the . Click the Attachment Preview tab to view the selected attachments (which will be sent as.pdf files). Click the Send button. See Contact ERI to end an message to ERI. Compatibility Issues All Assessor Series applications utilize an component that is specifically designed for MAPI , including MAPI clients like MS Outlook. Customers who use Lotus Notes for their will most likely experience problems when trying to from an ERI application. If for some reason your software is not MAPI compatible, then you will not be able to use ERI's feature. As an alternative to the File Send an feature, customers are encouraged to use the Copy-to-Clipboard feature, and/or manually create a screen snapshot, then attach those files to an created using their default software. Sending s

83 Additional Common Topics (Listed Alphabetically) 77 After sending an , the client (e.g., Outlook, Outlook Express, or Windows Mail) may prompt the user before attempting to send the message. The following dialog example indicates that the client accepted the message for sending, but this is not necessarily an indication that the message was sent successfully. For example, the message could linger in the Outlook Outbox until the client is able to send it. Account Information If the host has existing account information in Outlook, Outlook Express, or Windows Mail, then the Assessor will attempt to use that information. If the Assessor cannot find or access existing account information, then it prompts for account information.

84 78 More Information Fore more details about setting up your account, see Account Information Account Information If the host has existing account information in Outlook, Outlook Express, or Windows Mail, then the Assessor will attempt to use that information. In this case, enter your account information from your client (not from the Assessor Series application):

85 Additional Common Topics (Listed Alphabetically) 79 If the Assessor cannot find or access existing account information, then it prompts for account information. To enter account information manually from the Assessor Series application, follow these steps on the Account Information screen: 1. Choose either Add a New Account or Edit Account to edit an existing account. 2. Enter your Display Name as you want it to appear in the From: field. 3. Enter your Address for this account. 4. Enter your SMTP Server address. You may need to contact your IT department for the SMTP details. 5. Enter your SMTP User Name. 6. Enter your SMTP Password. 7. To delete an existing account, choose the account name from the Edit Account drop-down list

86 80 and check the Delete the selected account box. Compatibility Issues All Assessor Series applications utilize an component that is specifically designed for MAPI , including MAPI clients like Outlook, Outlook Express, or Windows Mail. Customers who use Lotus Notes for their will most likely experience problems when trying to from an ERI application. If for some reason your software is not MAPI compatible, then you will not be able to use ERI's feature. As an alternative to the File Send an feature, customers are encouraged to use the Copy-to-Clipboard feature, and/or manually create a screen snapshot, then attach those files to an created using their default software. Address Book All Assessor Series applications use the Address Book from the your client (e.g., Outlook, Outlook Express, or Windows Mail). More Information Fore more details about sending an ing a report from an Assessor Series application, see a Report.

87 Additional Common Topics (Listed Alphabetically) Employment Law ERI's Employment Law website is a comprehensive on-line database of domestic and international laws pertaining to compensation and benefits. For example, this free database allows a user to: Review US federal regulations regarding prevailing wages for immigrating employees. Read HIPAA, COBRA, FMLA and other benefits legislation affection your organization's employee benefits plans. There is no longer the need to send someone to the library to research these issues. The answers are just two clicks away in this compendium created specifically for a compensation and benefits manager. Two Ways to Access ERI's Employment Law Website 1. From ERI's Platform Library, click the Additional Resources button, then select Employment Law. 2. Log on to the Internet and go to the Employment Law Web page ERI and the Internet With the expansion in the breadth and depth of free ERI research data files, ERI has divided our Internet sites into subject specific independent sites. ERI's primary websites now include: - See description below - See ERI Distance Learning Center - Order UK/EU-only products from this website - Order Canadian products from this website - Order Industry and Job Family Salary Surveys and more - Order Industry and Job Family Salary Surveys and more - Data for nonprofit organizations - Data for nonprofit organizations - Data for executive pay - Cost-of-living data Users of ERI's Platform Library now have the advantage of accessing ERI's website ( from within a virtual framework, providing easy access to Assessor Series applications, free data, large datasets and DLC reference links. Quarterly Updates In addition to receiving quarterly Assessor Series updates on DVD, ERI's subscribers may now download the latest Assessor Series updates directly from the Internet. See Install Assessor Series Applications from the Internet. Retrieval of Large Datasets Via ERI's Platform Library, or subscribers now have quick access to several datasets

88 82 used by ERI in our analyses and research, including: Historical Appraisal Norms, Proxies, 10-Ks (1994 to the present) Historical OES Data (2000 to the present) HR Laws & Regulations Salary Survey Internet Addresses, Links, and Downloads Census Data Composites Free Data Please note: Where applicable, data may be downloaded at a much faster rate from ERI's Platform Library than from the website. To request a copy of the most recent Platform Library DVD, click here Please visit ERI's Free Compensation & Job Analyst Resources website with links to the following and more: Appraisal Norms, Proxies and 10-Ks (last posted only) Black-Scholes Calculator Time Series of the Data reported in the OES Salary Surveys Compensation Laws & Employment Law Domestic & International, Salary and COL Survey Internet Links College Planning - A Student's COL for Consumables Career Planning - Estimate of a Career Earner's Future Annual Salary Self-Study Courses & Textbooks - See ERI Distance Learning Center ERI Update Historical Database - See ERI Update Newsletter Library Technical Support 9.16 ERI Update Newsletter Library As an accompaniment to each Assessor Series software database quarterly update, ERI subscribers also receive the latest ERI Update, ERI's quarterly newsletter containing valuable information regarding enhancements to the Assessor Series software databases, new products and more! ERI subscribers may also take advantage of the ERI Update Newsletter Library, an easy to use, online collection of ERI Update newsletters from 1989 to the present. PAQ Services, an affiliate of ERI, also hosts an online library of PAQ Newsletters from 1979 to To View an ERI Update Newsletter Online From ERI's Platform Library select View ERI Update Newsletter Library OR Log on to your Internet browser. Go to Click Resources. Click the Free ERI Update Newsletter icon (under Compensation Resources) esic ERI utilizes an enhanced Standard Industrial Classification (esic) code modeled after the replaced 1987 US SIC. Several reasons for ERI s use of its own industry esic code exist: 1. The SIC replacement, the North American Classification System (NAICS), was under dispute between Canada and the United States until agreements were settled in Statistics Canada, the Economic Classification Policy Committee (ECPC) of the United States, and Mexico's Instituto Nacional de Estadística, Geografía e Informática (INEGI) agreed upon the limited industry

89 Additional Common Topics (Listed Alphabetically) 83 revisions for NAICS The revision went into effect for the reference year 2007 in Canada and the United States and for 2009 in Mexico. 2. Agreements took place in 2007 for the International Standard Industrial Classification of all Economic Activities (ISIC) of the United Nations and the Statistical Classification of Economic Activities in the European Community (NACE, Nomenclature statistique des activités économiques dans la communauté européenne). The revised ISIC (Rev. 4) was adopted by the UN Statistical Commission in March 2006 for world-wide statistical classification of activities and products. NACE is the European-level statistical classification of economic activities, with the first reference year for NACE Rev. 2 being ERI maintains a crosswalk for these files. 3. Many countries copyright their postal codes and unique industrial code variations; and whereas ERI leases these rights from Statistics Canada and the UK National Statistics Office. 4. Differences exist within the EU, as the UK SIC is now an extended/evolved version of NACE. 5. "On April 9, 1997, the Office of Management and Budget (OMB) announced its decision to adopt the North American Industry Classification System (NAICS pronounced Nakes) as the industry classification system used by the statistical agencies of the United States and in doing so NAICS replaced the 1987 Standard Industrial Classification." (See 6. "Statistical agency" does not include the US Securities and Exchange Commission that utilizes its own unique 445 industry set of SIC-like codes. ERI utilizes the SEC 10-Ks, 8-Ks, and proxies as a key data source in the creation of the Executive Compensation Assessor. 7. The US IRS, although asking for an NAICS code on personal and corporate tax returns, uses an "Activity Code" for nonprofit organizations formed before 1998 or the National Tax Exempt Entities code (NTEE) code for those formed thereafter. (Form 990s report neither; this code is taken from the IRS Masterfile of nonprofits. 8. ERI leases certain financial data from private providers under Distributor [License] Agreements. Other financial information within the Licensed Products, used with permission, may be proprietary to other entities. These sources have their own unique SIC-like codes that require concordance. 9. For historical purposes and cross-industry and country comparisons, ERI's research requires a common industrial classification code -- including use with ERI archive data where Principal Business Activity codes (PBAs), now discontinued, are the norm. Over 30 major and minor industry codes series exist in ERI's datasets Glossary of Compensation and Benefits Terms Please note: The definitions included in ERI's on-line glossary typically relate to terms as they are discussed within ERI's Distance Learning Center courses. Please visit for more information. However, each Assessor Series application's methodology includes definitions for major topics as they are applied within each Assessor Series application. Please select the Help Methodology menu from any Assessor Series application for more information. ERI has developed what we believe is the definitive glossary for compensation and benefits terms, including more than 2,000 definitions. To Access ERI's Glossary of Compensation and Benefit Terms From Any Assessor Series Application or ERI's Platform Library Select Help Glossary of Compensation and Benefit Terms From the DLC Wizard Click the Glossary button on the top frame.

90 84 From the Internet 1. Go to 2. Click HR Resources. 3. Select Glossary. The direct link is You must have a connection to the Internet to access the Glossary Historical Analyses ERI does not provide access to historical software databases. Quarterly datasets are licensed for use during their quarterly effective date only. Subscribers may wish to purchase past publications of the Geographic Reference report (as available), a hard copy publication no longer in print, to review general annual changes with the following caveats: Pay Rates Please note that ERI does not recommend utilizing our products for historical analyses of pay rate inflation. Due to changes in methodology and survey population over time, such use is inadvisable. To determine salary inflation rates by market it is necessary to track a consistent survey population over time. An individual area survey with consistent methodology is an example of a publication more suitable to this purpose. Also, please note that the Salary Assessor (SA), Executive Compensation Assessor (XA), and Nonprofit Comparables Assessor (CA) software database Salary Planning Date and/or Valuation Date feature allows subscribers to trend current quarterly pay data backwards and forwards through time. In other words, the software trends the most recent data to the selected date; it does not pull data from a historical database. Static historical data is accessible for a variety of years in the form of Form 990s, Proxies and 10-Ks which can be downloaded via CA and XA. Cost of Living Please note that ERI does not recommend utilizing our products for historical analyses of cost-of-living inflation. Such use is inadvisable due to changes in methodology over time, such as revised area and cost category definitions, and changes in survey population resulting from the addition and removal of various sources and data. To determine cost of living inflation rates by market, it is necessary to track a consistent survey population over time. An individual area survey with consistent methodology, such as the Bureau of Labor Statistic's Consumer Price Index (CPI), would be more suitable to this purpose. For historical compensation reports, please see ERI Salary Surveys. Historical OES data is also available in the Additional Resources tab of the Platform Library Industry Classification Sources The following list includes sources of some of the industry classification codes used in the Assessor Series: North American Industry Classification System (NAICS) codes are at the US Department of Labor's Bureau of Labor Statistics and the US Census Bureau Securities & Exchange Commission s Standard Industry Classification (secsic) codes are at the

91 Additional Common Topics (Listed Alphabetically) US Securities & Exchange Commission Nonprofit National Taxonomy of Exempt Entities (NTEE) codes are at the US Internal Revenue Service, GuideStar, and the Urban Institute's National Center for Charitable Statistics. ERI's industry crosswalk is under the free Resources section of Inflation Rates For future projections by industry, area and job function, please see the ERI Salary Increase Survey & Forecast available from For current/quarterly projects using market pricing, please refer to the Planning Date (or Valuation Date) and Annualized Salary Trend features of each Assessor Series application. The "Planning Date" is automatically updated to the date of your computer. The salary/wage data shown is automatically trended from the first of the "Data as of Date" (the first day of the quarter) to the "Planning Date" according to the "Annualized Salary Trend." Both the "Planning Date" and the "Annualized Salary Trend" may be modified. Annualized Salary Trend The Annualized Salary Trend default values are reviewed on a regular basis and are set according to the overall current trend of change in the market pay for jobs by income category. Subscribers may override the default values for each adjustment rate by overwriting default values and may also return the system defaults at any time by clicking the Default button at the lower left corner of the Planning Date Salary Adjustment screen. Historical Estimated Increase Rates ERI ages the data of various surveys to a common, quarterly effective date, as these surveys are received and processed throughout the year Installation Topics Installation - DVD Installation - Internet Installation - Network Installation - Thin-Client Solution License Code Check Your License Code System Requirements Uninstall ERI's Software Products Installation Information Macintosh Notes Automatic Updates FAQ - Installation Question 1 QUESTION: How do I install the quarterly update I received? For customers who receive their quarterly update on DVD, please see: Installation - DVD License Code For customers who prefer to update via the Internet, please see: Installation - Internet License Code

92 86 For network installations, please see: Installation - Network License Code To install on a thin-clients solution, please see: Installation - Thin-Client Solution All customers are encouraged to review notes on the Automatic Update feature Installation - DVD Install Assessor Series Applications from DVD Using a License Code See Install Assessor Series Applications from DVD Using a License Code Update Assessor Series Applications from DVD See Update Assessor Series Applications from DVD Install or Update ERI's Platform Library from DVD See Install ERI's Platform Library from DVD Network Installation Notes Install to a Network Automatic Updates Automatic Updates Install Assessors from DVD Install Assessor Series Applications from DVD Using a License Code This installation option is designed for new subscribers, or renewing subscribers who have not yet updated their license information for the current subscription year. If you are a renewing subscriber and have already entered a current license code (see Check Your License Code to verify), please follow the instructions to Update Assessor Series Applications from DVD instead of the instructions below. ERI's quarterly updates are provided on a single Platform Library DVD. All fully licensed Assessor Series applications can be installed from this DVD. All demos are accessible without any installation directly from the Platform Library DVD. If your organization/employer has given you limited administrative rights for software installations, you may not be able to download an executable file (*.exe) from a DVD or the Internet. Talk to your MIS or IT department about getting administrative access to download files. Platform Library DVD Instructions: 1. Close all open programs, with the exception of your Windows operating system. 2. Place the current version of ERI's Platform Library DVD in your computer's DVD drive. Most computers will automatically run the DVD. See Running ERI's Platform Library for additional information. 3. Select Install. 4. Please read over the ERI End-User License Agreement displayed on the "License Agreement" screen. If you agree to the terms of the license, please click "I accept the terms of the license agreement" and then click the Next button. 5. On the "License Type" screen, select Licensed to install using a License Code and then click

93 Additional Common Topics (Listed Alphabetically) 87 Next. On the "License Code" screen, type the License Code printed on your renewal invoice and the name of the Authorized Operator. Then click the Next button. 7. On the "Select Features" screen, choose the programs you would like to install. Based on your license code, the appropriate programs will already be selected for installation. If you do not have a subscription to particular Assessor, you will have the option of installing the Demo Edition. Click Next. 8. On the "Choose Destination Location" screen, select the folder where setup will install the files. The installation will default to C:\ERI. However, you may change this folder. There is also an Advanced selection recommended for IT users and administrators, allowing them to specify another group or user account that will use the Assessors. 9. On the "Ready to Install the Program" screen, click Install. The installation of the Assessor Series applications may take several minutes, depending on the user's computer. 10. On the "Installation Wizard Completed" screen, click Finish. 11. Click OK to restart ERI's Platform Library from its installed location. 6. Shortcuts will automatically be added to the Windows Start Programs menu for all installed Assessor Series applications. In addition, users may access the full versions of the applications from ERI's Platform Library. The color of the buttons for each licensed and installed Assessor Series application will be white or clear, as opposed to green for the demo versions. If you installed the Platform Library, a "ERI Platform Library" desktop shortcut was created for you Update Assessor Series Applications from DVD Previously installed Assessor Series software databases may be updated from ERI's Platform Library quarterly DVD if a valid license code has already been entered for the current year's subscription. To check if your license is currently valid see Check Your License Code. To Update Previously Installed Assessor Series Applications 1. Check the date on the front of the DVD to make sure it is for the most recent quarter. 2. Place the DVD in the DVD drive of your computer. After a few seconds ERI's Platform Library will display. 3. A dialog box should appear asking if you want to update applications already installed on your PC. (If you are not prompted to update the applications, select To Install Install or Update. 4. Please read over the ERI End-User License Agreement displayed on the "License Agreement" screen. If you agree to the terms of the license, please click "I accept the terms of the license agreement" and then click the Next button. 5. On the "License Type" screen, select Update to update previously installed Assessors. 6. On the "Select Features" screen, choose the programs you would like to install. Based on your license code, the appropriate programs will already be selected for installation. If you do not have a subscription to particular Assessor, you will have the option of installing the Demo Edition. Click Next. 7. On the "Choose Destination Location" screen, select the folder where setup will install the files. The installation will default to C:\ERI. However, you may change this folder. There is also an Advanced selection recommended for IT users and administrators, allowing them to specify another group or user account that will use the Assessors. 8. On the "Ready to Install the Program" screen, click Install. The installation of the Assessor Series applications may take several minutes, depending on the user's computer. 9. On the "Installation Wizard Completed" screen, click Finish. 10. Click OK to restart ERI's Platform Library from its installed location. The Platform Library will automatically be installed or updated as part of any Assessor Series application update from the Platform Library DVD. This is due to the fact that many of the features available from the Assessor Series applications require additional files that are included with the Platform Library. When the Platform Library is installed or updated, a "ERI Platform Library" desktop shortcut is automatically created on the Windows Desktop.

94 Install ERI's Platform Library from DVD Please note: ERI's Platform Library is automatically installed when any Assessor Series application is installed or updated from the Platform Library DVD. This is due to the fact that many features found in the Assessor Series applications require access to additional data that is part of the Platform Library. Due to the number of files in the Platform Library, only those files that need to be updated will be installed in order to save time. However, the procedure below will install/overwrite all files, regardless of whether or not the latest files are present. ERI's Platform Library include many features that require an Internet browser. Errors may result if you do not have Microsoft's Internet Explorer (I.E.) version 5.0 or later. To download and install the latest version of I.E., please visit If your organization/employer has given you limited administrative rights for software installations, you may not be able to download an executable file (*.exe) from a DVD or the Internet. Talk to your MIS or IT department about getting administrative access to download files. To Install ERI's Platform Library (All Files) 1. Close all open programs, with the exception of your Windows operating system. 2. Place the current version of ERI's Platform Library DVD in your computer's DVD drive. Most computers will automatically run the DVD. See Running ERI's Platform Library for additional information. 3. Select Install. 4. Please read over the ERI End-User License Agreement displayed on the "License Agreement" screen. If you agree to the terms of the license, please click "I accept the terms of the license agreement" and then click the Next button. 5. On the "License Type" screen, select Licensed to install using a License Code and then click Next. 6. On the "License Code" screen, type the License Code printed on your renewal invoice and the name of the Authorized Operator. Then click the Next button. 7. On the "Select Features" screen, choose the programs you would like to install. Based on your license code, the appropriate programs will already be selected for installation. If you do not have a subscription to particular Assessor, you will have the option of installing the Demo Edition. Click Next. 8. On the "Choose Destination Location" screen, select the folder where setup will install the files. The installation will default to C:\ERI. However, you may change this folder. There is also an Advanced selection recommended for IT users and administrators, allowing them to specify another group or user account that will use the Assessors. 9. On the "Ready to Install the Program" screen, click Install. The installation of the Assessor Series applications may take several minutes, depending on the user's computer. 10.On the "Installation Wizard Completed" screen, click Finish. 11.Click OK to restart ERI's Platform Library from its installed location Installation - Internet Install Assessor Series Applications from the Internet Installation Assessor Series Applications from the Internet Install or Update ERI's Platform Library from the Internet Install ERI's Platform Library from the Internet Network Installation Notes Install to a Network Automatic Updates Automatic Updates

95 Additional Common Topics (Listed Alphabetically) Install Assessor Series Applications from the Internet You may download and install the full version of any Assessor Series software application and/or the edot if you have a valid License Code. If your organization/employer has set up firewalls, you may not be able to run and/or download an executable file (*.exe) from the Internet. To Install Assessor Series Applications from the Internet 1. Before beginning the download and installation process, please close all programs on your computer, with the exception of the Windows operating system. 2. Log on to your Internet browser and go to Click on the Updates link at the top of ERI's website. You may also reach this site via ERI's Platform Library or any of the Assessor Series applications via the Internet menu. 3. Depending on the type of browser you use, please refer to the appropriate installation instructions provided on the Dataset Updates web page. ERI's Platform Library may also be downloaded and installed from the Internet. See Install ERI's Platform Library from the Internet for more information Install ERI's Platform Library from the Internet If your organization/employer has set up firewalls, you may not be able to download an executable file (*.exe) from the Internet. To Install ERI's Platform Library from the Internet This option allows you to quickly download the basic framework for ERI's Platform Library. 1. Before beginning the download and installation process, please close all programs on your computer, with the exception of the Windows operating system. 2. Log on to your Internet browser and go to Click on the Updates link at the top of ERI's website. You may also reach this site via ERI's Platform Library or any of the Assessor Series applications via the Internet menu. 3. On the Dataset Updates web page, scroll down to the section entitled ERI's Platform Library Update. 4. Depending on the type of browser you use, please refer to the appropriate installation instructions provided on the Dataset Updates web page. Please note: Due to the massive size of this file, download from the Internet is not recommended. This much data could take a very long time to download, depending on the speed of your Internet connection, and files may be corrupted in the process. However, if you keep the Platform Library open during installation, it will continue to download the necessary files in the background while you work. To view files as they download in the background select Ctrl + F5. If you prefer to install the Platform Library from DVD, please contact ERI and we will mail you ERI's Platform Library DVD. ERI's Assessor Series applications may also be downloaded from the Internet. See Install Assessor Series Applications from the Internet for more information Installation - Network The instructions for installing the Assessor Series applications and/or ERI's Platform Library to a shared network drive are identical to that for a PC hard drive. See Installation - DVD or Installation Internet. However, there are some special considerations:

96 90 1. Always install from a user's PC rather than from the actual server. This will help prevent problems related to the naming of the shared/mapped drive you are installing to. 2. Always update each quarter from the same user's PC if at all possible. 3. If you have a subscription for multiple Assessor Series programs, and the quantity of subscriptions for each program is not the same--for example, you have eight subscriptions to the Salary Assessor software and databases, but only one subscription to the Relocation Assessor software and databases--you will have multiple license codes. You must repeat the installation instructions for each of your license codes. 4. Installing the software to multiple locations may generate application error messages and may also be in violation of the ERI End-User License Agreement. Examples that might cause errors and that violate the License Agreement: One user has Assessor Series applications loaded to his/her hard drive, but there is also an installation on a shared network drive. Assessor Series applications are installed to more than one shared network drive. 5. Maintain the basic recommended paths. See Install Assessor Series Applications from the DVD using a License Code for the list of recommended directories. Simply replace "c:\" with your shared network drive information. For example, you may want to install ERI's software applications to a shared network drive that has a mapped name of "f:\users\shared\...," then the full installation path for the Salary Assessor software would be "F:\users\shared\eri\SA." 6. The "ERI Platform Library" desktop shortcut that points to ERI's Platform Library will only be auto-created for the PC from which the update or installation takes place. Therefore, you may need to create this desktop shortcut for all other users. From an additional licensed user's PC, make a shortcut on the Windows Desktop to eri.exe. Eri.exe is the executable file for the Platform Library. It can be found in the platform directory (i.e., "f:\users\shared\eri\eri.exe"). 7. Once you have created a "Platform Library" icon or "Shortcut to eri.exe" for each additional licensed user, you may also have to redirect the buttons for each Assessor Series application on the Platform Library screen. The Assessor Series application buttons found on the Platform Library will automatically link to applications installed on a local drive. If a full version of an application is on a network drive, the button may default to point to the demonstration version of the application found under the "...\eri" directory. In this case, the desktop shortcut will need to be redirected, just like a shortcut on the Windows Desktop. To redirect a button on the Platform Library for an Assessor Series application: a. Click on the newly created desktop shortcut that points to "...\eri\eri.exe" or otherwise run ERI's Platform Library. b. From the Platform Library screen, right-click on one of the Assessor Series application icons. c. Note the path at the top of the Information dialog box. If the path displayed is not the correct path to the latest installed Assessor Series application, click the Search button. Please note: If the path noted in the Information dialog box points to a file under "...\eri\sub," then it is pointing to a demonstration version as opposed to the fully licensed version of the application. This is not the correct path if the Assessor Series application has been installed correctly. See Install Assessor Series Applications from the DVD using a License Code for the list of recommended directories. If the displayed path is correct, click the Close button and skip to step f.

97 Additional Common Topics (Listed Alphabetically) 91 d. Change the path so that it points to the latest installed executable file for the Assessor Series application. e. Remove any old or additional copies of the Assessor Series applications and the Platform Library from the network or the PC hard drive. See Uninstall ERI's Software Products. f. Repeat for other licensed users. 8. In order to bypass a proxy server, from ERI's Platform Library select Internet Proxy Server Setup (to allow Internet connections), and enter your proxy server information. 9. In order to install to a network drive, the network software MUST allow long file names (document names with more than eight characters). 10. Please note: As of April 2007, ERI Assessor Help files are formatted in HTML and may not function properly when installed on a network drive. If such errors occur, subscribers are advised to install the Assessor software on a local drive in which Help files function correctly. Alternatively, subscribers should contact ERI for additional options. See System Requirements for more information. If your organization/employer has given you limited administrative rights for software installations, you may not be able to download an executable file (*.exe) from a DVD or the Internet. Talk to your MIS or IT department about getting administrative access to download files Installation - Thin-Client Solution Instructions for installing the Assessor Series applications and/or ERI's Platform Library to a thin-client solution follow. Please note: These instructions are for Citrix XenApp 4.5 installations. For questions about other thin-client applications, please contact ERI support at technicalsupport@erieri.com. To install on Citrix, installing administrators must ensure that they are logged into the console and that no other users are on the server. Installing from a Citrix or RDP session or with users currently logged into the server can corrupt the registry, and that usually requires rebuilding the server. Installing administrators must also go to a command prompt and put the server in install mode prior to installing. After installation is completed, put the server in execute mode again. Here are a few commands that are used to ensure that only one user is logged in and to change the server installation mode: change logon /disable disables logon for remote sessions change logon /enable enables logon for remote sessions query session lists who is on the server the user running the installation must be the only one, and it must be on a connection that lists wdcon as the TYPE

98 92 change user /install opens the registry so that Citrix can capture all registry changes and merge into the proper registry keys for each user, and places the server in install mode change user /execute locks the registry and places the server in execute mode License Code A License Code has been assigned to you for your annual subscription. Your License Code may be found on the invoice or instruction sheet mailed with the latest quarterly update. Please enter your License Code within 12 weeks of receiving it. To Enter Your License Code 1. From any Assessor Series software database, select Help License Code OR, if running a demo for which you have a license, enter the license from the demo greeting. 2. In the License Code field, type the License Code printed on your renewal invoice. 3. In the Company or User Name field, type the name of your organization or your name.

99 Additional Common Topics (Listed Alphabetically) Click the Apply button. Click the OK button. Click the Close button. You will only need to enter this code once for the entire 12-month period of your subscription. However, you must enter the License Code within 12 weeks of receiving it. If you do not enter the License Code within 12 weeks, it will no longer be valid and you will need to contact ERI to be assigned a new License Code. Please note: If you successfully install the Assessor Series software databases using a License Code, but then, later in the subscription year, change computers, get a new hard drive, or somehow delete the Assessor Series software databases, you will need to contact ERI for a new License Code in order to reinstall. Network Installations Please enter the License Code and install all four quarterly updates from the same PC! Otherwise, you will need to contact ERI for a new License Code. For more information, see Install - Network. License Info Once you have entered your License Code, click the License Info button at the bottom of the License Code dialog box to view the details of your subscription. The License Code determines: what products may be updated based on your paid subscription; when your subscription expires; and the maximum number of concurrent/licensed users (for network installations). Approximately 12 weeks before the end of your annual subscription period, you will get a reminder message to renew your subscription upon starting ERI's Platform Library or an Assessor Series application. You will have the option of renewing via the Internet, ing ERI, entering your new License Code for the coming subscription year, or ignoring the message and continuing with your use

100 94 of the program. Additional Installation Information is also located in the Help menu of each Assessor and the Platform Library Check Your License Code You may easily check to see if you have a current and valid license code from any Assessor Series application or ERI's Platform Library. 1. Select Help License Code from ERI's Platform Library or an Assessor Series application. 2. From the License Codes dialog box, click the View/Modify button. 3. From the next dialog box, click the License Info button. If a license code has been entered, the following information will display: The products you have purchased Your ERI Account Number The number of licenses purchased (i.e., the maximum number of users for a network subscription) The expiration date of your annual subscription The invoice date and date the license code was created Please note: A license code must be entered within 12 weeks of the day it was created. If a valid license code does not display, please refer to the documentation, invoice or instructions, you received with your quarterly update, or contact ERI regarding your account. See License Code for more information. Additional Installation Information is also located in the Help menu of each Assessor and the Platform Library Uninstall ERI's Software Products An uninstall program is available for the Assessor Series software databases and ERI's Platform Library.

101 Additional Common Topics (Listed Alphabetically) 95 To Uninstall ERI Software Products 1. Click on the Windows Start button and select Settings Control Panel. 2. Double-click the Add or Remove Programs icon (on Windows Server 2003) OR the Programs and Features icon (on Windows Vista, Windows 7, and Server 2008). 3. In the list of available programs, select the programs that are designated as "ERI..." 4. Continue to follow the instructions on the screen to uninstall the products. Please Note: The files for each Assessor Series application should always be "contained" in a folder (one folder per product). If an application's files were accidentally installed directly to the C:\ drive and are "loose," please contact ERI for assistance to ensure that all files are deleted. To Uninstall Assessor Series Applications and/or ERI's Platform Library (from a Network) It is not recommended that individual users delete shared files from a network drive. Contact your organization's technical support for assistance. To Uninstall Windows Desktop Shortcuts See Windows Help. To Uninstall Windows Start Menu Shortcuts See Windows Help. Hard Deletes and Clearing ERI from the Registry If, after using the uninstall options above, you continue to experience difficulties, you may want to delete the 'ERI\' directory and everything under it and clear the 'ERI' directory from the Registry Editor. Warning!: Before deleting any ERI files, be sure that the files you have saved from within an Assessor Series application (*.xca, *.sal, *.rla, *.tbl) have been safely moved to another directory. See Saving User-Defined Settings for more information. From Windows Explorer, click on the 'eri\' folder and delete it, including all sub-folders such as 'PL,' 'SA,' 'RA,' XA,' and 'GA.' (For updates to installations that originated prior to April 2007, these sub-folders may be named '\platform', '\erisawin', '\erirawin', '\erixawin', and '\erigawin.') To Clear ERI from the Registry: 1. Click the Windows Start button and select Run. 2. In the 'Open' field type "regedit". 3. From the Registry Editor, click the '+' sign next to HKEY_CURRENT_USER. 4. Then click the '+' sign next to Software. 5. Then click to select/highlight the ERI directory. 6. Press the Delete button on your keyboard. Please note: Extreme caution is recommended whenever deleting anything from the Registry Editor! Installation Information To review your installation information, from an Assessor Series application or ERI's Platform Library, select Help Installation Information. The following installation information is listed: ERI account number Account name Operating system System type (e.g., 32-bit) System memory (RAM) Installation media type

102 96 Installation media space Administrator account status Running as administrator status BIOS version and date License expiration date, data date, and location of installed Assessors Licensed Assessors Installation log files Existing installation versions Platform Library version The Installation Information may be saved, printed, or ed Macintosh Notes Assessor Series applications may be run on Macintosh computers using Virtual PC software. However, some Macintosh users may have trouble running ERI's Platform Library. Therefore, installation of each Assessor Series application from the Internet is recommended, as is running each application from the Start menu Automatic Updates Once an Assessor Series application is installed, either from the quarterly update DVD or an Internet update, the automatic update feature will go into effect. Each time an Assessor Series application is executed, the automatic update program (ERIUpdate.exe) checks ERI's web servers for updates (if an active Internet connection is available). If an update more recent than the version of the application currently used by the subscriber is found, then the user will be prompted with instructions on how to download and install the update. In order for the installation portion of the automatic update to complete without requiring a machine restart, the application to be updated must be manually closed by the user. If you experience any problems with an automatic update, please contact ERI. How to Manually Disable the Automatic Update Feature Delete or rename ERIUpdate.exe in the PL folder. Please note: If the auto-update program is removed from this directory, the automatic update feature will again be re-enabled when the next quarterly update is installed. ERI Does NOT Recommend Disabling the Automatic Update Feature Each quarter ERI provides subscribers with robust quarterly updates via DVD and Internet download. We also provide mid-quarter updates when significant developments have been made to our database applications after the quarterly DVDs go to press. Typically, these mid-quarter revisions are posted only once a quarter. ERI believes that it is critical for subscribers to use the most up-to-date applications available, and ERI does not recommend manually disabling the Automatic Update option. For organizations with highly restrictive installation protocols, we highly recommend that, in addition to testing the applications made available on the quarterly DVD, those organizations also test and then install the latest Internet updates as they are made available. Once installed, the user will not be prompted for an update again until the next quarterly release or Internet update is posted.

103 Additional Common Topics (Listed Alphabetically) Links to Third Party Web Sites WITHIN THE TEXT OF THESE HELP TOPICS, ERI MAY PROVIDE END USERS WITH THE NAMES OF, AND IN SOME CASES THE ABILITY TO LINK TO, THIRD PARTY WEB SITES. ERI IS NOT RESPONSIBLE FOR THE AVAILABILITY OF SUCH THIRD PARTY WEB SITES OR RESOURCES AND ERI DOES NOT ENDORSE AND IS NOT RESPONSIBLE OR LIABLE FOR ANY WEB CONTENT, ADVERTISING, PRODUCTS, OR OTHER MATERIALS ON OR ACCESSIBLE FROM SUCH THIRD PARTY WEB SITES AND RESOURCES. ERI SHALL NOT BE RESPONSIBLE OR LIABLE, EITHER DIRECTLY OR INDIRECTLY, FOR ANY DAMAGE OR LOSS CAUSED OR ALLEGED TO BE CAUSED BY OR IN CONNECTION WITH USE OF OR RELIANCE UPON ANY SUCH CONTENT, GOODS OR SERVICES AVAILABLE IN OR THROUGH ANY SUCH THIRD PARTY SITES OR RESOURCE. THESE LINKED THIRD PARTY WEB SITES ARE NOT UNDER THE CONTROL OF ERI AND ERI IS NOT RESPONSIBLE FOR THE CONTENTS OF ANY LINKED WEB SITE OR ANY LINK CONTAINED IN A LINKED WEB SITE, OR ANY CHANGES OR UPDATES TO SUCH WEB SITES. ERI IS NOT RESPONSIBLE FOR WEBCASTING OR ANY OTHER FORM OF TRANSMISSION RECEIVED FROM ANY LINKED THIRD PARTY WEB SITE. ERI IS PROVIDING THESE LINKS TO YOU, THE END USER, ONLY AS A CONVENIENCE, AND THE INCLUSION OF ANY LINK DOES NOT IMPLY ENDORSEMENT BY ERI OF THE THIRD PARTY WEB SITE Maximum Reasonable Compensation In the IRS determination of reasonable compensation for owner-managers, one of the main considerations is that of comparable salaries. Maximum reasonable compensation would be the highest amount of compensation, both wages and bonus, which would be allowable to be used as a business expense for services rendered in comparable circumstances. Based on IRS cases, ERI developed the definition in terms of the standard error of the distribution of compensation for comparable executives that, up until January 1, 2004, was 3.01 standard errors. In late 2003, because of communication with individuals involved in new IRS efforts including Intermediate Sanctions and Sarbanes-Oxley, this amount was dropped to 2.01 standard errors. Very similar to the standard deviation, the standard error represents the range of pay in which one might find approximately 90% of the population in a skewed distribution. For more information, see Means/Medians Switching Between Mean and Median Depending on the Assessor Series application you are working with, mean can be switched to median, and vice versa, simply by clicking on the words "Mean" or "Median" (in blue) on the table OR selecting the Options Mean or Median Salaries menu. Definitions ERI defines mean as the average of all survey data available for the particular job, industry, company size, and geographic area derived from an analyses of multiple data sources projecting real time data. ERI defines the median as the value at which half of all incumbents earn more, and half of all incumbents earn less than the calculated salary. Data Background Notes ERI collects and analyzes both means and medians. Please see the "Means and Medians" section of the Methodology for the Assessor Series application you are working with for additional information.

104 NAICS The North American Industry Classification System (NAICS) has replaced the US Standard Industrial Classification (SIC) system. NAICS is the first-ever North American industry classification system. The system was developed by the U.S., Canada, and Mexico to provide comparable statistics across the three countries. For the first time, government and business analysts will be able to compare directly industrial production statistics collected and published in the three North American Free Trade Agreement countries. NAICS also provides for increased comparability with the International Standard Industrial Classification System (ISIC, Revision 3), developed and maintained by the United Nations. NAICS industries are identified by a six digit code, in contrast to the four digit SIC code. The longer code accommodates the larger number of sectors and allows more flexibility in designating subsectors. It also provides for additional detail not necessarily appropriate for all three NAICS countries. NAICS is organized in a hierarchical structure much like the existing SIC: 9.27 The first two digits designates a major Economic Sector (formerly Division) such as Agriculture or Manufacturing. The third digit designates an Economic Subsector (formerly Major Group) Such as Crop Production or Apparel Manufacturing. The fourth digit designates an Industry Group, such as Grain and Oil Seed Farming or Fiber, Yarn and Thread Mills. The fifth digit designates the NAICS Industry such as Wheat Farming or Broadwoven Fabric Mills. Percentiles Percentiles are a function of several Assessor Series applications. To Change the Percentiles 1. Click on a percentile column header (percentile shown in blue text), OR select the Options Pe rcentiles Low Range or High Range menu. 2. From the pop-up menu, click on the desired percentile. You may select range minimum percentiles between the 10th percentile and the 45th percentile, and range maximum percentiles between the 55th percentile and the 90th percentile. Definition of Percentiles The general definition of a percentile is a point on a rank-ordered scale, found by dividing a group of observations into parts in order of magnitude from lowest to highest. The first percentile approximates the very lowest/bottom number found, while the 100th percentile is the very highest reported. The nth percentile is the point exceeding n percent of the observations. For example, in test taking, a score equal to or greater than 55 percent of those earned on an exam is said to be at the 55th percentile. Percentile wage amounts shown in the Assessor Series applications are a measurement of how much variation there is in the wages paid to employees in comparison to the mean or median wage for the job. The more variation in the wages paid to employees, the larger the dollar difference will be between the mean/median and the 25th, 75th, 10th, & 90th percentile values. The more uniform the wages are for employees in a job, the smaller the dollar difference between the percentile measurements and the mean/median. "Quartile" is a statistical term that describes three points, or intervals, that divide a group of ordered data points, or observations, into four parts. Each quartile includes 25% of the total number of data points. Depending on how the data points are distributed, the quartile intervals could be close together

105 Additional Common Topics (Listed Alphabetically) 99 or very far apart. The salaries displayed for the percentiles are statistically determined from the wage data of salaries paid for the job in question. Wage data is non-parametric in nature, and therefore does not follow a normal distribution, a bell shaped curve, above and below the mean. The percentiles shown are as close as can be statistically determined given the nature of non-parametric data. Range Minimum and Maximum Range minimums and range maximums refer to actual salaries paid, rather than to salary structures, and are initially set to approximately the 10th and 90th percentiles respectively of salaries or bonuses paid. ERI's default percentiles are the 10th and 90th percentile of the salary paid (except for ERI's Nonprofit Comparables Assessor, which defaults to the 25th and 75th percentiles). ERI does not report data for the 1st percentile and the 99th percentile for the following reasons: 1. Most surveys do not report data on the 1st percentile and 99th percentile, so ERI has little or no data upon which to base a study for these percentiles. 2. The 1st percentile and 99th percentile do not offer a good measure as to the distribution of pay to employees in relationship to the measures of central tendency (mean/median). The 1st percentile and 99th percentile are more easily distorted by a few employees in a wage survey and as such do not offer a good measure as to the typical or normal amount of variation in pay for employees in a specific job Proxy Server Setup Some employers establish Proxy Servers that may filter incoming and outgoing traffic. If your organization has a proxy server, then utilizing the Proxy Server Setup feature from the Platform Library will allow you or your organization's network administrator to input information that will allow you to access the Internet, and/or download data from the Internet into ERI's software applications. Please see IP Address, Port and URL Information. How to Access the Proxy Server Setup Feature 1. Run the Platform Library by running the latest quarterly DVD or, if the latest Platform Library is installed, by clicking the ERI Platform Library desktop shortcut. 2. Select the Internet Proxy Server Setup (to allow Internet connections) menu.

106 The Auto Detect feature is enabled, by default, on the Proxy Server Setup dialog. To override Auto Detect," click the checkbox next to Use a proxy server and complete all fields. If the Auto Detect feature does not work for your particular system, and you are unfamiliar with your organization's proxy server setup, please contact your network administrator for assistance. Data that is stored on, and retrieved from, the Internet is an integral part of all of ERI s applications. Definition of Proxy Server In an enterprise that uses the Internet, a proxy server is a server that acts as an intermediary between

107 Additional Common Topics (Listed Alphabetically) 101 a workstation user and the Internet so that the enterprise can ensure security, administrative control, and caching service. A proxy server is associated with or part of a gateway server that separates the enterprise network from the outside network and a firewall server that protects the enterprise network from outside intrusion. A proxy server receives a request for an Internet service (such as a Web page request) from a user. If it passes filtering requirements, the proxy server, assuming it is also a cache server, looks in its local cache of previously downloaded Web pages. If it finds the page, it returns it to the user without needing to forward the request to the Internet. If the page is not in the cache, the proxy server, acting as a client on behalf of the user, uses one of its own IP addresses to request the page from the server out on the Internet. When the page is returned, the proxy server relates it to the original request and forwards it on to the user. To the user, the proxy server is invisible; all Internet requests and returned responses appear to be directly with the addressed Internet server. (The proxy is not quite invisible; its IP address has to be specified as a configuration option to the browser or other protocol program.) An advantage of a proxy server is that its cache can serve all users. If one or more Internet sites are frequently requested, these are likely to be in the proxy's cache, which will improve user response time. In fact, there are special servers called cache servers. A proxy can also do logging. The functions of proxy, firewall, and caching can be in separate server programs or combined in a single package. Different server programs can be in different computers. For example, a proxy server may be in the same machine with a firewall server or it may be on a separate server and forward requests through the firewall. This definition of a proxy server has been derived from whatis.techtarget.com Running Assessor Series Applications To Execute an Assessor Series Application from ERI's Platform Library Click on the icon of the Assessor Series software database OR Select File Run a Program and the name of the Assessor Series application. To Execute an Assessor Series Application from the Windows Start Menu Select Start Programs Economic Research Institute and the Assessor Series application name Running ERI's Platform Library To Run ERI's Platform Library from the Latest DVD 1. Check the date printed on the front of the DVD to make sure that it is for the most recent quarter. 2. Place the DVD in the DVD drive on your computer, and shut the drive door. 3. Most computers will automatically run the DVD. Approximately five seconds after you close the drive door the DVD drive light should start to blink and you should hear it running. After another five to ten seconds, you should see the Platform Library beginning to load on your computer screen. If after 30 seconds the DVD does not automatically run, try to run the DVD using the following procedure: Click the Windows Start button. Click Run. Type d:\eri.exe (assuming that D:\ is your DVD drive -- type a different drive letter if necessary). Click the OK button. If the DVD still doesn't run, please contact your organization's internal technical support department.

108 102 Something may be wrong with your DVD drive or the device drivers. To Run ERI's Platform Library from the Installed Files If ERI's Platform Library is installed on one of your drives (see Install ERI's Platform Library from DVD), you should have a folder named ERI with the file eri.exe in that folder. If you accepted the default directories during installation, the path should be C:\eri\eri.exe. You have several options for running the installed Platform Library: Use the Windows Desktop Shortcut automatically created for you. Use the shortcut created on your Programs List. Click Start Programs Economic Research Institute ERI's Platform Library. Run the executable file. In Windows Explorer, double-click eri.exe. Network users: Please note that the first two options listed may not be available if the Platform Library was installed to a network drive, or if the DVD is stored in a network DVD tower. It is recommended that you make your own Windows Desktop Shortcut to eri.exe. See Windows Help for instructions. To Run ERI's Platform Library from an Assessor Series Application Select Library Load ERI's Platform Library Saving User-Defined Settings The instructions below describe how to save and recover user-defined information in Assessor Series applications. Saving User-Defined Settings Below is a list of file extensions for each Assessor Series application. Those files with "auto" in the Location column are automatically saved to the default Assessor installation folder (e.g., C:\ERI\RA for the Relocation Assessor). "User-selected" in the Location column indicates that the subscriber must choose where to save the user-defined file. ERI recommends that the user manually select the Assessor installation folder OR create a common directory (in My Documents, for example) for all user-defined files marked "user-selected" below. ERI Assessor User-Defined Files Produ File ct name/ext File Type Function Location GA ERIGAWIN. USR USR user-defined city averages auto GA.prf personalized report file printed report personal data user-sele cted GA.tbl GA table file user-defined list of cities and salary levels user-sele cted GA.ema EMA account information auto RA ERIRA.USR USR user-defined city averages auto RA.prf personalized report file printed report personal data user-sele cted RA.rla RA table file user-defined list of cities and salary levels user-sele cted

109 Additional Common Topics (Listed Alphabetically) 103 RA.ema EMA account information auto SA ERISA.USR USR user-defined city averages auto SA.prf personalized report file printed report personal data user-sele cted SA.sal Salary Assessor file saves/loads settings for Salaries By user-sele Experience/Size, Benchmark List, and cted Geographic List SA.hyb HYB saves hybrid position data auto SA SaPayGrad es.dat pay grade data file saves pay grades used in the Salary Planning table auto SA.ema EMA account information auto SA.rtf rich text file edited position description auto XA ERISA.USR USR user-defined city averages auto XA.prf personalized report file printed report personal data user-sele cted XA.xca Executive Compensation Assessor file saves/loads settings for Individual Profile and Benchmark List user-sele cted XA.ema EMA account information auto XA.rtf rich text file edited position description auto CA.prf personalized report file printed report personal data user-sele cted CA.cca Nonprofit Comparables Assessor file saves/loads settings for Analyses table user-sele cted CA.ema EMA account information auto CA.rtf rich text file edited position description auto OA EdotFilters.d filter data at user-defined filters for edot auto OA.prf personalized report file printed report personal data user-sele cted OA.edt edot file saves/loads settings from "Data that Affect Analyses" user-sele cted OA.ema EMA account information auto OA.rtf rich text file edited position description auto

110 104 PL.ema EMA account information auto Recovering User-Defined Settings In the following situations, you may lose your settings for user-defined information unless the files are saved and recovered: The installation folder is deleted A different installation folder is selected for a reinstallation New computer Re-imaged or re-formatted hard drive License transferred to new user Windows Operating System update (not likely, but has happened) NOTE: Regular updates will retain your settings. As of April 2014, the Assessor Series applications automatically backup user-defined files to folders under the user's AppData folder. The user s APPDATA environment variable has the value of the AppData folder, and the backup files are stored in sub-folders named by the Assessor (e.g., GA). So, the backup locations can be expressed as follows: %APPDATA%\ERI %APPDATA%\ERI %APPDATA%\ERI %APPDATA%\ERI %APPDATA%\ERI %APPDATA%\ERI Economic Economic Economic Economic Economic Economic Research Research Research Research Research Research Institute\GA Institute\RA Institute\SA Institute\XA Institute\CA Institute\OA To recover user-defined files saved as backups to the AppData folders, the user must copy the files from the backup location and save them to either the Assessor installation folders (under C:\ERI\ by default) or the user-selected directory, depending on the file type (see the Location column in the table above) Section 508 Compliance ERI Economic Research Institute, in an effort to better serve clients with disabilities, has made a voluntary and on-going commitment to design and revise ERI software products to meet the guidelines established by Section 508 of the Rehabilitation Act: In 1998, Congress amended the Rehabilitation Act to require Federal agencies to make their electronic and information technology accessible to people with disabilities. Inaccessible technology interferes with an individual's ability to obtain and use information quickly and easily. Section 508 was enacted to eliminate barriers in information technology, to make new opportunities for people with disabilities, and to encourage development of technologies that will help achieve these goals. ( Section 508 is a Federal law requiring that all electronic and information technology purchased by the government is accessible for people with disabilities. This affects everything from websites to videos and multi-media productions, information systems to telecommunications, kiosks to hardware, computers to copiers and fax machines. (

111 Additional Common Topics (Listed Alphabetically) 105 For related information, please see: APH Compliance VPAT 9.32 Semantic Search Use the Semantic Search feature found on the Enter New Position dialog to search for positions based on content of their position description From the Enter New Position dialog, click the Semantic Search button. On the Semantic Job Description Search dialog, enter as much text as possible in the space provided for matching a position description. Modify the Number of Hits if necessary. Click the OK button. Please note: Number of hits refers to the number of unique positions (unique DOT codes) that will be returned. However, the Assessor Series applications include alternate titles. Therefore, a request for 100 hits may actually result in 300+ position titles. The results of your Semantic Search Description Search are displayed on the Enter New Position dialog screen and are sorted by Relevancy, with "1" indicating the closest match.

112 Survey Questionnaires ERI provides a quick link to participate in the Salary Increase Survey & Forecast as well as other salary survey reports available on from ERI Salary Surveys. ERI Salary Surveys provides compensation and benefits survey reports for the US and Canada. Created by ERI Economic Research Institute, ERI Salary Surveys was developed to provide online survey capabilities and international salary surveys. Numerous industry-specific and job function surveys are published annually with data from organizations that vary in size from very small to extremely large in terms of annual revenue. Survey submissions may be made online, via , or in the old-fashioned paper and pencil format. In 2007, Abbott, Langer Association Surveys was purchased by ERI Economic Research Institute and brought into ERI Salary Surveys to focus primarily on nonprofit sectors. Abbott, Langer Association Surveys, as part of the ERI family of salary surveys, has provided both participant and non-participant surveys that are used in salary planning and other HR management decision making since Clients have included such diverse organizations as associations and other not-for-profit organizations, governmental agencies, hospitals, nursing homes, etc. Organizations and societies may sponsor ERI Salary Surveys' surveys with member participation. Sponsors assist with advertising (most often placing notice of a membership survey on their web site) and share in the resultant associated revenue. A license and lease agreement exists with ERI Economic Research Institute for the use of its online interactive salary survey patent (won in March 2005). ERI Salary Surveys also reports work content data provided under license from the PAQ Services, Inc. edot Skills Project databases. Available in PDF format, ERI Salary Surveys reports are free to Assessor Series subscriber survey participants. ERI subscribers must access these surveys from the Platform Library and participate to

113 Additional Common Topics (Listed Alphabetically) 107 avoid the standard fees. To Access ERI Salary Surveys and Participate 1. Open ERI's Platform Library. 2. Click on Surveys Questionnaires 9.34 SVP Preparation (SVP) - Specific Vocational Preparation is the amount of time required by a typical worker to acquire skills for average performance. There are nine levels of time duration required by a typical worker to acquire skills for average performance in the subject position, "9" being highest, "1" being lowest. For more information on SVP, please refer to the Dictionary of Occupational Titles or US Department of Labor. SVP for any position can be accessed via the Occupational Assessor (edot / edot+) Technical Support From any Assessor Series application, please select the Help Online Technical Support menu to access ERI's on-line Technical Support web pages, for quick access to answers and solutions that are covered only on-line and not in the Windows Help files for the applications. If the answer to your question cannot be found in either the Windows based Help or ERI's Online Technical Support Web pages, please contact ERI Subscriber Services for assistance Tutorials ERI is in an ongoing effort to create and/or update tutorials with step-by-step instructions for "how to use" ERI's products. To review a list of available tutorials, from an Assessor Series application or ERI's Platform Library, select the Help Online Tutorial menu or Platform Library Additional Resources Online Tutorials. Or, using your Internet browser, please visit the following site: User Defined Average A User-Defined Average represents the average values for more than one location (state/province, county, city). It is "user-defined" in that it is not a standard area of the Assessor Series area database; it must be created by the user. User-Defined Averages are not available in the Occupational Assessor, also called edot. Please refer to the following Help topics for a specific Assessor Series application: Create User-Defined Average Edit User-Defined Average Select User-Defined Average Printing Straight or Weighted Average? The User-Defined Average function provides a straight average, in which each area is weighed one

114 108 time, rather than weighted average, in which each area is weighed according to resident population, workforce population, business population, etc. Alternately, the individual ERI area statistical analysis structures are the result of weighted analyses of survey data. This also applies to the pre-defined countrywide, statewide, and provincewide entries in ERI's area database. For example, if you scroll through the "Input City" list, please note that "Alabama Statewide, United States" is listed. The pre-defined listings are provided for your convenience and are weighted according to survey population. You may create a countrywide, statewide or provincewide user-defined average that is a straight average by following the steps to create a user-defined average and including the state, or all counties in a state, or all cities in a state as the areas in your average View Area Maps In order to access maps, your PC or laptop must be connected to the Internet. To View Maps of the Area(s) Selected (in an Assessor Series Application) 1. If you are running an Assessor Series application independent of ERI's Platform Library (i.e., you did not open the Assessor Series application via an icon on the Platform Library), then open the Platform Library. See Running ERI's Platform Library. 2. If you did open the Assessor Series application via the Platform Library, then the Platform Library should be an item on your Windows Task Bar. Click to maximize the Platform Library window. Do not close out of the Assessor Series application. 3. Click on the picture of the globe in the middle of the Platform Library anywhere between the buttons. 4. If prompted, select the map you would like to view. 5. Your Internet browser will automatically open in a separate window to the appropriate map VPAT Below, please find a list of links to publicly posted Voluntary Product Accessibility Templates (VPAT) for ERI software applications. These documents explain how ERI has met the requirements of Section 508 of the Rehabilitation Act and/or is working to meet them: Section 508 requires that when Federal agencies develop, procure, maintain, or use electronic and information technology, Federal employees with disabilities have access to and use of information and data that is comparable to the access and use by Federal employees who are not individuals with disabilities, unless an undue burden would be imposed on the agency. ( edot VPAT: 10 Additional Salary Assessor Topics (Listed Alphabetically) 10.1 Alternate Titles Alternate titles for a job are titles that are different from the main job title shown, but have the same position description. Alternate titles do not exist for all jobs. To view the alternate titles for a given job, click View Alternate Titles and Codes.

115 Additional Salary Assessor Topics (Listed Alphabetically) 109 See Salary Assessor Position Description for more information Available Surveys To View a List of Available Surveys Select View Available Surveys for a list of available wage/salary survey titles and publishers available. Links to survey publisher websites are provided for the US, UK, and Canada.. You may also visit for an up-to-date listing of "Sources." Please note: ERI does not necessarily endorse or recommend the surveys listed, nor are all of the surveys listed currently published or ever used in ERI's analyses and structures. "Available Survey Sources" are included for the benefit of readers who may wish to supplement their current survey libraries with data appropriate to specific applications. Confidential survey data has not been included in ERI consensus analyses, unless permission is granted by the publisher. Requests for information on individual surveys are referred directly to individual publishers. ERI has utilized some of the listed surveys and sources over the years (although not all). Many of the surveys listed are proprietary or confidential (to be shared only with the participants of that survey and not available to the general public). These have never been used in ERI analytics. Since 1987, ERI has "traded" data with Chambers of Commerce, Economic Development Agencies, state and provincial labour divisions, professional organizations, and other entities in order to secure local cost and salary data. (ERI began in the mid-1980s as a research outsource of available salary survey research.) From time to time, confidential material is sent to ERI, often unknowingly by the provider. In these cases, ERI does not use this data unless permission is granted by the publishing organization.

116 Base Salary Graph The Base Salary Graph (or the Incentive Graph or Total Compensation Graph) is a graphical representation of the salary table displayed and is only valid for individual jobs. When the table in use is Benchmark List or Geographic List, the graph will reflect data for the job/area on the salary table that is highlighted or most recently selected. The Base Salary Graph profiles a job so the user can, at a glance, understand how a salary continuously changes as the organization size or years of experience changes. The top curve represents "range maximum" salaries, the middle represents "mean" or "median" salaries, and the bottom curve represents "range minimum" salaries. To View Dots On the Graph 1. Make sure that the latest Platform Library is available. Select Library Platform Location to check. 2. From the Salaries by Experience/Size table, click the Show Dots button above the graph. To de-select, click the Hide Dots button. Please Note: In the Consultant Edition, dots are only available for non-executive jobs. Please see the Executive Compensation Assessor for raw data dots on the graph for executive jobs. To View a Larger Version of the Graph From the Salaries by Experience/Size table, click the Big Graph button above the graph or select Options Graph Options Big Graph. To de-select, click the Small Graph button or de-select under the Options menu. To Edit the Y-Axis 1. Click the Base Salary Graph banner OR select Options Graph Options. 2. Select Show Values on Y-Axis Mean/Median, Range Maximum, Range Minimum, Default Values, or Fit All Graphs. To Edit the X-Axis 1. Click the Base Salary Graph banner OR select Options Graph Options. 2. Select Customize X-Axis Values. 3. In the Customize Table dialog box, you must have at least three values displayed, and you can enter any number that falls in between (or includes) the range minimum and range maximum shown. 4. When you are finished entering/deleting values, click the OK button. 5. Once again, click the Base Salary Graph banner OR select Options Graph Options. 6. Make sure that Show Customized X-Axis is checked. If it is not, select it. Logarithmic X-Axis By default, the X-Axis of the Base Salary Graph is setup as a logarithmic axis. That is, X-Axis numbers are evenly spaced along the bottom of the graph, as opposed to being set on the axis according to scale. This allows for a cleaner looking graph. To De-Select the Logarithmic X-Axis 1. Select Options Graph Options. 2. Select Use Logarithmic X-Axis so that it is not checked (only available for executive job titles). Participant Data Participant data are also displayed on the Base Salary Graph as colored dots. To view the dots, either select Show Dots (above the graph display) or Big Graph (above the graph display or under Options Graph Options). If you put your cursor over a survey participant dot, then the source data will display.

117 Additional Salary Assessor Topics (Listed Alphabetically) 111 Additional data points with interactive pop-up content details, adjusted for the location and industry, may be supplied in coming quarters, as available, showing the effective date and publication location of pay information voluntarily disclosed by the survey source. For definitions of terms, please see the Glossary of Compensation and Benefits Terms and the Salary Assessor Methodology Benchmark List Background To assist with planning or auditing pay for multiple jobs at one location, the multiple job Benchmark List Table enables you to enter and view up to 300 jobs' mean salaries for one location at a time using the Professional Edition or salaries for 1000 jobs using the Consultant Edition. This allows you to view a list of benchmark or key jobs with ERI calculated salaries and compare your current pay practice to local market pricing calculations. The ERI Survey Mean or Median Annual Salary is adjusted by time, organization size, industry (esic code) and geographic location, providing a "best estimate" of what a true market value might be. See Data That Affect Salaries to modify any of the influencing factors. Position (Column 1) To select a job from the database, double-click in a blank cell in this column OR start typing the job title OR select Edit Job / Position to get to the Enter New Job dialog box. Also, see View Positions within Selected Industry to populate the Benchmark List with relevant job titles in the selected industry. ERI Survey Mean/Median Salary (Column 2) - (Local Market Salary)

118 112 This column displays the ERI calculated base salary for the user selected area, industry, size and salary planning dates specified under Organization Data. If you enter in your own salary data (click in a cell and press Ctrl + E), a marker will appear just left of the column. See Pay Period and Mean/Median for possible adjustments. Actual/Present Salary (Column 3) Your present pay for each job may be entered in this column for direct market comparisons. See Pay Period for possible adjustments. ERI Market Index (Column 4) Present pay (Column 3) divided by the Market Salary (Column 2) for comparison, competitive analysis and adjustment purposes. These analyses allow the quick review of an organization or division's competitive pay position within the marketplace. This is also called "market pricing" or, in Canada, a "target range of market prices." Please note that a job may either be organization size sensitive, for Revenue, Assets, or Fiscal Year Budget (FYB), or experience sensitive (Years of Experience), depending on the industry. For definitions of terms, please see the Glossary of Compensation and Benefits Terms and the Salary Assessor Methodology. To navigate rows in the Benchmark List table, see Find Text, Find Next, Go to Row, Go to First Row, and Go to Last Row. Users may also Import Jobs to the Benchmark List (enhanced SA license required) Browse Areas Dialog Box To Select an Individual Area 1. Begin typing a Search String (i.e., the name of the area you are looking for) OR scroll through the area list and click on the desired area. 2. Click the Browse button to return to the Browse Areas Menu OR click the OK button to return to the main table. To Select Multiple Areas 1. Click on one area OR click on one area, press and hold the Ctrl key, and click on other desired areas to select more than one area. 2. Click the Add Area(s) button. 3. After all desired areas are selected, click the Browse or OK button to return to the Browse Areas Menu. Delete Selected Areas You may delete selected areas using the Delete Area(s) or Delete All button. Simply click on the areas you would like to delete from the Selected Areas list, and click the appropriate button. See Select Location for more information Browse Areas Menu The Browse Areas Menu allows you to: Narrow your search for a city if you know the country, state or county Create a User-Defined Average Select Cities Within a Radius of Another City Select a User-Defined Average Add multiple individual comparison cities to the table on the Geographic List Table

119 Additional Salary Assessor Topics (Listed Alphabetically) 113 To Access a List of Countries, States and Provinces, Counties or Cities Click the corresponding button. This will take you to the Browse Areas dialog box. To Create a User-Defined Average After selecting the desired areas via the Browse Areas dialog box, click the Create User-Defined Average button. This will take you to the Create User-Defined Average dialog box. To Create a User-Defined Average Based on Cities Within a Radius of Another City Click the Cities Within a Radius of Another button. This will take you to the List Cities within a Radius of Another City dialog box. To Select a User-Defined Average Click the User Defined Averages button. This will take you to the Browse Areas dialog box. To Add Multiple Individual Cities to the Geographic List Table After selecting the desired areas via the Browse Areas dialog box, click the Add Selected Cities to Table button. Please note: Some counties may be listed for which there is no survey data. No cities will be available for these counties. If this is the case, from the Browse Areas Menu click the Cancel button, and then from the Input City dialog box click the Browse button to restart your search. See Select Location for more information Browse Industries To Select an Industry 1. Click the Data That Affect Salaries banner or select Edit Organization Data. This will take you to the Data That Affect Salaries dialog box. 2. Click the Browse button under "Industry". This will take you to the Browse Industries dialog box You will have the option of selecting from several industry categories (click the "+" sign next to a folder to see sub-listings). Click on an industry to select it from the second, third, or fourth level. You will also have the option of searching for an industry containing a certain word or phrase. a. Type the desired text in the "Search for Industry containing this text" field and click the Search button. b. The first industry containing the search text will be highlighted. Click the Next Search button to see other industries. c. Click on an industry to select it from the second, third, or fourth level. Once the desired industry codes appear under "Codes:" click the OK button. To display only those positions within the selected industry in the Enter New Job screen, check the box next to Show positions within selected industry in Data That Affect Salaries OR choose this filter in Filter Options. See Salaries by Experience/Size Background - Industry for more information Canadian Counties Canadian "counties" are equivalent to US counties. That is, they are "Census Divisions" that exclude the following: Indian Government Districts, Reserves, Settlements, Terres and Villages.

120 Cities Within a Radius of Another To Create a User-Defined Average 1. From any main table click the Data That Affect Salaries banner OR select Edit Organization Data. This will take you to the Data That Affect Salaries dialog box. 2. Click the Browse button (next to Location) -- this will take you to the Input City dialog box. 3. From the Input City dialog box click the Browse button - this will take you to the Browse Areas Menu. 4. Select Cities Within a Radius of Another. The List Cities Within a Radius of Another dialog box allows you to select one, several, or all cities within a user-specified distance from a specified city in order to create a User-Defined Average. 5. Begin typing the name of the city -- the Input City dialog box automatically appears. Continue typing until the city you want is highlighted, or scroll down the list and click on the desired city, then click the OK button. 6. Enter the maximum distance (in miles or kilometers) from the selected city and click the OK button. 7. The Browse Areas dialog box now displays all cities found that are the selected distance from the specified city. Click a single area, or select a group of areas (click on one, hold down the Shift key, and click on additional areas) and click the Add Area(s) button. When you are finished adding cities, click the OK button. 8. Select Create User-Defined Average and enter a unique name for your average. Please note that distance between cities is determined using latitude and longitude and is typically a city center (post office location) to city center comparison. ERI Economic Research Institute is a licensed user of postal code and latitude and longitude data from the United States Postal Service (USPS) and is an Authorized User of selected Statistics Canada data under Agreement Number To Create a User-Defined Average See Create User-Defined Average To Select a User-Defined Average See Select User-Defined Average To Edit a User-Defined Average See Edit User-Defined Average To Restore a Deleted User-Defined Average See Restore Deleted User-Defined Averages To Print a List of Areas in a User-Defined Average See Printing Copy to Clipboard To Copy a Table to a Word Processor or Spreadsheet 1. Select Edit Copy to Clipboard Compensation Table For Text Files OR For Spreadsheets 2. An informational dialog box will appear. Click the OK button. 3. Open a document in a word processor application or spreadsheet application, click on the area of the document you want your information pasted to, then paste (depending on the application you are pasting to, right-click and select Paste OR click the Paste icon OR select the Edit Paste function OR type Ctrl + V). To Copy a Job Description to a Word Processor or Spreadsheet 1. Select Edit Copy to Clipboard Position Description.

121 Additional Salary Assessor Topics (Listed Alphabetically) An informational dialog box will appear. Click the OK button. Open a document in a word processor or spreadsheet application, click on the area or cell of the document you want your information pasted to, then paste (depending on the application you are pasting to, right-click and select Paste OR click the Paste icon OR select the Edit Paste function OR type Ctrl + V) Create User-Defined Average Select Pre-Defined Countries, States/Provinces, Counties or Cities for a User-Defined Average 1. From any top-most tab, click the Data That Affect Salaries banner OR select Edit Organization Data. This will take you to the Data That Affect Salaries dialog box. 2. Click the Averages button (next to Location). This will take you to the Edit User-Defined Averages dialog box. 3. Click the New button. This will take you to the Create User-Defined Average dialog box. 4. Enter a unique name for your average and click the OK button. 5. Under the appropriate column (States/Provinces, Counties, Cities), click the Add button to add areas to your average. Note: Averaging areas in more than one country is not allowed. Please use the predefined country averages. 6. Click the OK button to save the User-Defined Average. 7. To select the new User-Defined Average, click the Data That Affect Salaries banner OR select E dit Organization Data. This will take you to the Data That Affect Salaries dialog box, where the new User-Defined Average is displayed. Click OK to select it. Filter the Area List and Create a User-Defined Average 1. From any main table click the Data That Affect Salaries banner OR select Edit Organization Data. This will take you to the Data That Affect Salaries dialog box. 2. Click the Browse button (next to Location). This will take you to the Input City dialog box. 3. Click the Browse button again - this will take you to the Browse Areas Menu. 4. Select Countries, States & Provinces or Counties. This will take you to the Browse Areas dialog box. 5. Click a single area, or select a group of areas (click on one, hold down the Shift key, and click on additional areas) and click the Add Area(s) button. 6. Click the Browse or OK button - this will take you back to the Browse Areas Menu. 7. Select from the remaining area buttons to see a filtered list of areas and repeat steps 5-6 until the desired areas are selected. 8. Select Create User-Defined Average. This will take you to the Create User-Defined Average dialog box. 9. Enter a unique name for your average and click the OK button. This will take you back to the Data That Affect Salaries dialog box. 10. Click the OK button to save and select the User-Defined Average.. To Create a User-Defined Average Based on Cities Within a Radius of Another City See Cities Within a Radius of Another To Select a User-Defined Average See Select User-Defined Average To Edit a User-Defined Average See Edit User-Defined Average To Restore a Deleted User-Defined Average See Restore Deleted User-Defined Averages To Print a List of Areas in a User-Defined Average See Printing

122 Create User-Defined Average Dialog Box Enter a unique name for your User-Defined Average, then click the OK button. See Create User-Defined Average for more information Currency If the area under Organization Data is changed to an area outside of the United States, then both the salaries and revenue will be displayed in the appropriate currency. A label at the top of the Salaries by Experience/Size table, Salaries by Level table, and the Benchmark List table (as well as their respective printed reports) clearly identifies the currency used. The Geographic List is the only table which displays a currency symbol for areas outside of the United States (US dollars are not marked). This is due to the fact that you have the option of displaying multiple areas (in the US, Canada, EU, or UK) side by side on this table. To view the exchange rate, see Exchange Rate Customize Table To Customize the Salaries by Experience/Size Table 1. Click the Customize Table button located above the salary/wage table OR select Options C ustomize Table. This will take you to the Customize Table dialog box. 2. Depending on the column 1 value type (Years of Experience, Revenue, Assets, or Fiscal Year Budget): To Clear All Values: Click the Clear All button and reenter a minimum of three (3) new values that fall in between the range minimum and range maximum values available. To View Data for All Years of Experience: Make sure the check box on the Show All button is checked and click the OK button. To Insert a Value/Row: Click on a row then click the Insert Row button. Type in the desired value. To Delete a Value/Row: Highlight a value on the table with your mouse and press the Delete or Backspace key on your keyboard, then click the OK button. A minimum of three (3) values must be displayed. To Edit the Benchmark List or Geographic List Table 1. Click on a row of the Benchmark List or Geographic List table. 2. Select Edit Insert Row, Delete Row, Clear Entire Table. To Edit a Cell of the Benchmark List or Geographic List Table 1. Click in a cell of the Benchmark List or Geographic List table. 2. Select Edit Edit Table Cell OR press Ctrl + E and type in the new value. Please note: If Options Graph Options Show Customized X-Axis is selected, the values on the X-Axis of the Base Salary Graph will be equal to the values in the first column of the table. Column 1 values may represent Years of Experience, Revenue, Assets or Fiscal Year Budget (FYB) depending on the job title and the industry code. Background Information ERI collects data with the use of two-dimension tables. For executive jobs, compensation is compared against the size of an organization (reflecting the fact that larger organizations pay their management more because of their greater responsibilities). For other jobs, rather than record five jobs for just one (such as clerk apprentice, clerk junior, clerk, clerk senior, clerk lead) as is the case with many surveys, ERI plots the requisite median experience for each of these levels and records the

123 Additional Salary Assessor Topics (Listed Alphabetically) 117 data as that of one job over a series of Years of Experience. Please note: Customizing the salary table will not alter the "curves" or the basic values displayed. To Sort a Table See Sort Table Data That Affect Salaries The Data That Affect Salaries dialog box allows you to specify a variety of factors pertinent to your analysis, including location, type of industry, organization size (revenue) and salary planning date, depending on the main table in use. To Access the Data That Affect Salaries Dialog Box Click on the Data That Affect Salaries banner OR select Edit Organization Data OR click on any blue Organization Data field. To Personalize the Data for a Specific Organization Type in the name of the organization in the text box next to "Name:" To Select a Location To Choose a Location from the Database: See Select Location To Create a User-Defined Average: See Create User-Defined Average To Select a User-Defined Average See Select User-Defined Average To Edit a User-Defined Average See Edit User-Defined Average To Select an Industry See Browse Industries. Check the box next to Show positions within selected industry to display only those positions within the selected industry in the Enter New Job screen. (Note: This feature is only available when the selected location is in the US or Canada.) To Change the Organization Size (Revenue) Simply type the organization's revenue ($1,000,000 - $30,000,000,000) in the text box. When initially booted, the Salary Assessor software and databases load a default specification of $100 million in revenue. Organization size for most jobs and industries is defined in terms of annual revenue. For some jobs and industries, the organization size is defined in terms of assets, Fiscal Year Budget (FYB), or # of employees. To Change the Salary Planning Date See Planning Date Salary Adjustments See Salaries by Experience/Size Background - Data That Affect Salaries for more information Date Last Updated Date Last Updated refers to the date a position description was last modified by ERI. Each time a user modifies a job, the date is saved next to "user modified" in the header above the description. To see the modified description and date, check the box next to Show Modified (if

124 118 available). See Salary Assessor Descriptions and Edit Position Description for more information Definition of Levels The Salaries by Level tab reports salaries/wages for the selected job based on "level" rather than years of experience (as on the Salaries by Experience/Size tab). An explanation of the levels reported are as follows: Level 1 Employees in this first (1st) level satisfy the basic job requirements. As the employee gains knowledge and experience, the work reviews, checks, and supervision may be reduced. Complexity or variety of work is typical, and there are no additional technical, mathematical, or scientific requirements beyond the basic requirements at this first (1st) level. Some organizations refer to level 1 as the entry level of the job. Level 2 Employees in this second (2nd) level require greater knowledge, training, and/or experience than level 1. The amount of work review, checks, and supervision are less for an employee at level 2 than at level 1. Complexity or variety of work is moderately higher than level 1 and may involve greater technical, mathematical, or scientific skills than level 1. Some organizations refer to level 2 as the intermediate level. Level 3 Employees in this third (3rd) level require greater knowledge, training, and/or experience than level 2. The amount of work review, checks, and supervision are less for an employee at level 3 than at level 2. Complexity or variety of work is higher than level 2 and may involve greater technical, mathematical, or scientific skills than level 2. The scope of assignments may vary when compared to level 2. Some organizations refer to level 3 as the senior level.

125 Additional Salary Assessor Topics (Listed Alphabetically) 119 Each level is further defined according to the position's job family classification (in the second half of the level description). For further definition of these levels according to job family classification, please see the web-based ERI Job Family Matrix (in the expanded format). The Level 1, 2, 3 rows are a composite of all three of the levels described above. Also see SA/SA+ Data Background FAQ #6 for related information Edit Position Description To Edit a Position Description Description: Use ERI's Salary Assessor - Position Description Editor 1. Select the edot Description in the Salary Assessor descriptions window AND select D escription Edit Description OR from the Enter New Job dialog box, click on the Edit Description button at the bottom of the screen. 2. ERI's Salary Assessor - Position Description Editor allows you to perform most word processing functions. You may: Load a new, original, or modified description Edit a description Import text from a file Export text to a file Merge text from another position's description using Copy/Paste Format a description Save a description Print a description Use an External Editor 1. Select the edot Description in the Salary Assessor descriptions window AND select D escription Edit Description OR from the Enter New Job dialog box click on the Edit Description button. 2. From ERI's Salary Assessor - Position Description Editor select Tools Run External Editor. 3. Click the Yes button in response to "..Select now?". 4. Select the editor you want to use (it must be capable of editing *.rtf files, for example Microsoft Word). Your edits will automatically be saved as a modified position description, and the original will remain intact. Each time you modify a position, the date is saved next to "user modified" in the Position Description header. See Date Last Updated for more information. To Delete a Modified Position Description: When you create a modified position description (see instructions above), the altered description is saved as a rich text format file (*.rtf). This new file will be saved in the same folder as the Salary Assessor software executable file (erisawin.exe), unless specified otherwise at the time it was saved. For example, if you were to modify the position description for an Abstract Writer, the file might be saved to c:\eri\sa\erisa_abstract_w_07600.rtf). In order to completely delete the modified description, you will need to open Windows Explorer or My Computer in Windows, find the *.rtf file, and delete it. (See Windows Help for instructions on deleting files.) Edit User-Defined Average To Edit a User-Defined Average 1. Select Edit User Defined Average. 2. Click the down arrow to the right of the Average Name box. This will give you a complete list of

126 120 all User-Defined Averages. 3. Select the average you would like to use. 4. Under the appropriate column (States/Provinces, Counties, Cities), click the Add button to add other areas to your average, or highlight the areas you want to delete and click the Delete button. 5. Click the OK button. User-Defined Average Containing Invalid Area Names ERI occasionally removes cities from the database when locations change their names or incorporate into other locations. In previous quarters, if a dropped city was listed as part of a saved User-Defined Average, then the average could still be used in Assessor Series analyses. However, the deleted city would not be included in the average, significantly changing results. ERI has added a feature allowing the user to review and edit User-Defined Averages containing deleted cities. As of October 2013, a User-Defined Average that contains a dropped city can no longer be entered as a location. If a User-Defined Average containing a dropped city is found when the Assessor is first opened, then a message is displayed asking the user to delete that particular User-Defined Average or delete all User-Defined Averages with invalid area names. If the user chooses to continue without deleting the User-Defined Average (by selecting "No"), then the User-Defined Average can be edited later. If the user attempts to select a User-Defined Average containing an invalid area name, then a message is displayed asking the user to edit the User-Defined Average. In the Edit User-Defined Averages screen, a message states, "Areas in red are no longer available and will be removed from restored averages." The area in red must be either changed or deleted.

127 Additional Salary Assessor Topics (Listed Alphabetically) 121 To Create a User-Defined Average See Create User-Defined Average To Create a User-Defined Average Based on Cities Within a Radius of Another City See Cities Within a Radius of Another To Restore a Deleted User-Defined Average See Restore Deleted User-Defined Averages To Print a List of Areas in a User-Defined Average See Printing Edit User-Defined Averages Dialog Box To Edit a User-Defined Average See Edit User-Defined Average To Create a User-Defined Average See Create User-Defined Average To Restore a Deleted User-Defined Average See Restore Deleted User-Defined Averages Employee Populations To view ERI's estimate of the surveyed population of incumbents used in its most recent analysis for the selected job, select View Employee Populations from any main table. Please read the Calculation of Populations section of the Salary Assessor Methodology for more

128 122 information about how ERI derives these values. Please note: This feature requires the latest version of ERI's Platform Library Enter New Job To Select a Job Title 1. Select Edit Job / Position OR, from the Salaries by Experience/Size table, Geographic List table or the Salaries by Level table, click the Job Title banner OR, from the Benchmark List table or Salary Planning table, double-click in a blank cell in the Position column. 2. The Enter New Job dialog box allows you to search and select a job title in several ways: Type a job title in the Search String edit field, OR Select a Job by scrolling through the list of job titles, OR Click the Filter Options button OR the Semantic Search button to show only those jobs that meet your search criteria. Create a Hybrid Position by clicking on Hybrid Jobs. For more information about the font color of job titles in the Enter New Job screen, see Using SA/SA+ FAQ #4. If you would like to send a request to ERI to include a new job title in the Salary Assessor database, please see Request a New Job Exchange Rate To View the Foreign Exchange Rate From the Salaries by Experience, Salaries By Level, Benchmark List, or Salary Planning List table

129 Additional Salary Assessor Topics (Listed Alphabetically) Select a location outside of the US in Data That Affects Salaries. Select View U.S. Dollar Exchange Rate. Click the OK button to exit. From the Geographic List table 1. Select a location outside of the US in the Geographic List table. You have the option of displaying multiple areas (in the US, Canada, EU, or UK) side by side on this table. 2. Select View U.S. Dollar Exchange Rate. 3. Click the OK button to exit. You cannot currently modify exchange rates in the Salary Assessor. See Currency for more information Filter Areas ERI has added a "quick" area filter option. When you use this option, and then Select a Location, you will find that the areas listed on the Input City dialog box are limited to only those found in the country(ies) selected, making it easier for you to scroll through just the areas you want to see. To Filter Areas Select Options Filter Areas, followed by the desired country or combination of areas. Then follow the instructions to Select a Location Find Next View Find Next will navigate between more than one instance of the same text in the table. First, use View Find Text to locate the first instance of specific text in the table. Then, select View Find Next to navigate to the next instance of this text in the table. The keyboard shortcut F3 may also be used to select Find Next. This feature is available in the Benchmark List, Geographic List, and Salary Planning tables.

130 124 See these additional View menu options for navigating rows in a table: Find Text, Go to Row, Go to First Row, and Go to Last Row Find Text View Find Text will find any text in the table. The keyboard shortcut Ctrl+F may also be used to select Find Text. This feature is available in the Benchmark List, Geographic List, and Salary Planning tables.

131 Additional Salary Assessor Topics (Listed Alphabetically) 125 See these additional View menu options for navigating rows in a table: Find Next, Go to Row, Go to First Row, and Go to Last Row Geographic List Background To assist with planning or auditing pay for one job in multiple (branch) locations, the multiple location Geographic List Table enables you to enter and view up to 99 areas' mean or median salaries for one jobat a time using the Professional Edition or salaries for 1000 areas using the Consultant Edition. On one table (or one printout report), you may view a listing of branch offices with ERI calculated salaries and compare your current pay practice to local market pricing. The list may be saved, reloaded and ranked according to location, ERI calculated market salary, present pay practice or cost-of-living*. Geographic Area (Column 1) The Geographic Area column displays the selected local market. Double-click in a blank cell in this column OR select Edit Enter New Area to access the Input City dialog box. ERI Survey Mean/Median Salary (Column 2) - (Local Market Salary) This column displays the ERI Survey Mean/Median Base Salary for the specified geographic area (column 1), as well as the industry, size and salary planning date specified under Organization Data. Actual/Present Salary (Column 3) The Actual/Present Salary for each job may be entered in Column 3 for direct market comparisons. The pay period may be changed by clicking on the column heading. *ERI Renter's Cost of Living (Column 4) A local cost-of-living estimate is included to compare the relative cost of purchasing goods and

132 126 services, as determined by the demand and supply of goods, services, and property in each area. *Please note: This estimate is not intended to imply that cost-of-living differentials should be considered when setting local salary adjustments. Also Note: The market pricing of pay (local wages and salaries) alone is generally considered the single relevant factor when hiring from the local workforce. There are certain situations, however, where local cost-of-living information may also be of interest to those who administer pay. These situations might include: Administering pay in areas where cost-of-living exceeds wages and salaries to the extent that it is difficult to attract, motivate, and retain workers even when paying at or slightly above "competitive target pay" Transferring employees, either temporarily or permanently, between areas with extremely different costs-of-living Administering pay nationwide with the intention of equalizing the "buying power" of all like jobs' take-home pay. Buying power is defined as the inverse of cost of living. Cost of living is the cost of purchasing goods and services, as determined by the demand and supply of goods, services, and property. For example, if the cost of living is 10% higher in an area, the buying power is approximately 10% less in that area. The local area cost of living reported in the Salary Assessor software and databases is based upon the ERI established spending pattern for an earner at the National Average and adjusted for each area. This cost-of-living value is calculated with the same methodology used in the Geographic Assessor software and databases and the default assumptions of the Relocation Assessor software and databases. These assumptions include: home rental of a square footage dictated by the earnings level, effective combined federal/state/provincial/local income taxes, consumables, transportation and health care costs. Also note: Like the Geographic Assessor software and databases, the cost-of-living calculations of the Salary Assessor software and databases are appropriate for comparing home rental situations only (either temporary relocations or permanent relocations of lower earners who are likely to be "renters" only). If a permanent relocation assuming home ownership is likely (as, for instance, in the relocation of management level personnel), please refer to the Relocation Assessor software and databases which allow for user-modifications to rent versus own, family size, home size, neighborhood selection, and other variables. The cost-of-living calculations of the Salary Assessor software and databases are not applicable to home ownership situations. For definitions of terms, please see the Glossary of Compensation and Benefits Terms and the Salary Assessor Methodology. To navigate rows in the Geographic List table, see Find Text, Find Next, Go to Row, Go to First Row, and Go to Last Row. Users may also Import Areas to the Geographic List (enhanced SA license required) Go to First Row View Go to First Row allows the user to jump to the first row in the table. The keyboard shortcut Ctrl+Home may also be used to select Go to First Row. This feature is available in the Benchmark List, Geographic List, and Salary Planning tables.

133 Additional Salary Assessor Topics (Listed Alphabetically) 127 See these additional View menu options for navigating rows in a table: Find Text, Find Next, Go to Row, and Go to Last Row Go to Last Row View Go to Last Row allows the user to jump to the last row in the table. The keyboard shortcut Ctrl+End may also be used to select Go to Last Row. This feature is available in the Benchmark List, Geographic List, and Salary Planning tables.

134 128 See these additional View menu options for navigating rows in a table: Find Text, Find Next, Go to Row, and Go to First Row Go to Row View Go to Row allows the user to jump to any row number in the table. The keyboard shortcut Ctrl+G may also be used to select Go to Row. This feature is available in the Benchmark List, Geographic List, and Salary Planning tables.

135 Additional Salary Assessor Topics (Listed Alphabetically) 129 See these additional View menu options for navigating rows in a table: Find Text, Find Next, Go to First Row, and Go to Last Row Hot Keys Hot keys are keyboard shortcuts, or alternatives to using your mouse. For example, to access the pull-down menus (File, Edit, View, Options, Description, Library, Internet, Help) found at the top of the Salary Assessor software and databases window, hold down Alt followed by the letter key that corresponds to the underlined letter of the menu you want. For example, Alt + O will display the O ptions menu. Once a menu is visible, simply type the letter key that corresponds to the selection you want (for example, Alt + O, P will display the Options menu followed by the Pay Period dialog box); or use your arrow keys to move among and within the menus Hybrid Job Detail To see the details of your Hybrid Position, select View Hybrid Job Detail. This selection will reveal the hidden Hybrid Positions tab, which includes two additional columns for the Survey Mean Annual Salary and the Weighted Salary of the component positions as well as the total Hybrid Salary for the new composite position.

136 130 The detailed Hybrid Positions tab defaults to the Survey Mean Annual Salary for each of the selected positions. You may click on Survey Mean to toggle between Mean and Median. Also, you may click on Annual Salary to select an Annual, Monthly, Semi-Monthly, Weekly, or Hourly salary period. The display of the Weighted Salary for each selected position and the composite Hybrid Salary will vary based on these selections.

137 Additional Salary Assessor Topics (Listed Alphabetically) 131 A simple Hybrid Salary consisting of two component jobs is calculated as follows: Job A's Annual Salary = $50,000 (weighted at 75%) Job B's Annual Salary = $40,000 (weighted at 25%) Hybrid Salary = ((50,000 * 75) + (40,000 * 25))/100 = $47,500. The composite Hybrid Salary based on the positions and weighting selected by the user appears in the bottom right corner of the table.

138 132 Please note, this tab is intended to give the user additional background information about the components of the Hybrid Position; the user does not need to make any selections on this screen to create a Hybrid Position. To hide the detailed Hybrid Positions tab, please deselect Hybrid Job Detail in the View menu. For more information about using the new hybrid positions feature, see ERI's online Salary Assessor tutorial Hybrid Positions The Hybrid Positions feature in the Salary Assessor allows the user to define a position as a weighted set of up to nine other positions. This new feature appears in both the Professional and Consultant Editions and will be added to other Assessor Series products in coming quarters. To define a Hybrid Position, please follow these easy steps: The Hybrid Positions featured is accessible from the Enter New Job window. To access the Enter New Job window, select Edit Job / Position OR, from the Salaries by Experience/Size table, Geographic List table or the Salaries by Level table, click the Job Title banner OR, from the Benchmark List table or Salary Planning table, double-click in a blank cell in the Position or Position Title column. From the Enter New Job window, select Hybrid Jobs.

139 Additional Salary Assessor Topics (Listed Alphabetically) 133 The Edit Hybrid Positions window will open. First, create a Hybrid Name for the new blended position by clicking on New and entering a name in the blank field. Hybrid names are unique, so you cannot select an existing Position Title or Hybrid Name already found in the Salary Assessor. If you enter an already existing position name, you will be instructed to try a different name.

140 134 Next, click on Add to select a position that will form the composite hybrid position and enter it's Weighting %. Click here for more information on selecting a Position Title. Repeat this process for up to nine positions that will form the hybrid (the rank order of selected positions is not significant). Once you have selected the positions forming the hybrid and entered the Weighting % of each, check that the Total Weight adds up to 100%. If the total does not equal 100%, the Total Weight will appear in red. Instead of entering the Weighting %'s individually, you may select Default Weights to evenly distribute the percentages among the selected positions.

141 Additional Salary Assessor Topics (Listed Alphabetically) 135 Click on OK to save this Hybrid Position. To modify a Hybrid Position, select the position from the Hybrid Name list. Then click on one of the component positions and select Modify to change the title or weighting or select Remove to delete this title from the list of positions forming the hybrid. When complete, click on OK to save the updated Hybrid Position. Unless deleted, the new Hybrid Position name will appear in the Salary Assessor's position title list after it is defined and can be selected for use in future analyses. The Hybrid Position may be used like any other position throughout the Salary Assessor, except that a hybrid position cannot be nested inside of another hybrid position. Among other things, you may narrow the analysis of a hybrid position according to a specific geographic area, industry, organization size (revenue), and/or planning date using Data That Affect Salaries. Please note, reliability statistics are not available for hybrid jobs. For more information about using the new hybrid positions feature, see ERI's online Salary Assessor tutorial Import a Pay Grade Follow these steps to create a pay grade table using a text program, such as Microsoft Word, that you can import into the Salary Planning sheet: 1. Create an initial line with these three items separated by commas: (a) a distinct Pay Grade Code for your table, (b) a unique title you want associated with your pay grade table, and (c) the year for which the annual figures are appropriate. Example:

142 136 Test05, Test Grade Range, Create a series of lines, one for each pay grade. Each line will consist of these five items separated by commas: (a) the Pay Grade Code, (b) the Grade Number, (c) the Minimum, (d) the Midpoint (or whatever value you want in the center), and (e) the Maximum for that Grade Number. Example: Test05, Test Grade Range, 2013 Test05, 1, 15000, 20000, Test05, 2, 18000, 23000, Test05, 3, 22500, 26300, Save your work as a Plain Text (*.txt) file. Be sure to insert line breaks ending with CR/LF (Carriage Return/Linefeed). If you prefer to use a spreadsheet program, like Microsoft Excel, follow these steps: 1. Follow steps 1 and 2 in the procedure above for creating a table using a text program, except put each item in a separate cell without any commas. 2. Save the table into a CSV (comma-delimited) file format. 3. Open the CSV file using Notepad and save it as a Plain Text (*.txt) file. After creating your pay grade table, open the Salary Planning sheet. Click on a cell in the Pay Grade column and select F2 to open the Select Pay Grade window. Click on Import and select the pay grade table you just saved in Plain Text (.txt) format. Your new table will now display in the Select Pay Grade window with the title listed under Select Pay Grade table. The example above would appear as follows:

143 Additional Salary Assessor Topics (Listed Alphabetically) 137 Select File Save Organization Data to save your imported pay grade table. Otherwise, you will be prompted to save organization data to disk when exiting the Salary Assessor. ERI recommends that you save to the folder where the application is installed (i.e. Salary Assessor files should go to C:\ERI\SA). But, they may be saved in My Documents or some other default folder. When you reopen the Salary Assessor, your imported pay grade table will automatically be listed under Select Pay Grade Table. If you need to make any changes to the table, please select Edit in the Select Pay Grade screen and save the data again before closing the program Import Areas to Geographic List The Salary Assessor (SA) now allows users to import up to 9,999 areas to the Geographic List (enhanced SA license required). To import these areas, first create a list of cities, states, countries, or ZIP codes and save it in a.csv (comma delimited) file format using a program like Microsoft Excel. The.CSV file must have one of the following formats: (1) one column for ZIP code, (2) two columns for a city and state, (3) two columns for city and country, (4) one column for city and state (or country) with areas separated by a comma, or (5) one column for city and state (or country) with areas separated by a comma and surrounded by quotes. States can be listed in full or using abbreviations (e.g. Washington or WA). A header row is required to identify the columns. The following headers can be used: City, State, Country, ZIP Code, or ZIP. When the column contains both a city and state, for example, the column header could be either City or City, State. The following examples display correct formats for the.csv file:

144 138 (1) ZIP Code in One Column (2) City and State in Two Columns (3) City and Country in Two Columns (4) City and State in One Column Without Quotes If the list contains both cities in North America and cities in Europe, then three columns are required: City, State, and Country. North American cities should be listed under City and State, whereas European cities should be listed under City and Country. Canadian provinces must be listed under State. See the example below: If the.csv file is not formatted correctly, users will see this message after attempting to import the file: To import the list of ZIP Codes seen above, for example, save the list in a.csv (comma delimited) format and close the file. Go to the Geographic List tab and then select File Import in the Salary (5) C C

145 Additional Salary Assessor Topics (Listed Alphabetically) 139 Assessor and open the.csv file. The areas listed by ZIP Code will appear in a City, State format in the Geographic List. To navigate rows in a table, see Find Text, Find Next, Go to Row, Go to First Row, and Go to Last Row. To export the Geographic List table, use the Copy To Clipboard feature and then paste into a text editor or spreadsheet Import Jobs to Benchmark List The Salary Assessor (SA) now allows users to import up to 9,999 job titles to the Benchmark List (enhanced SA license required). To import these jobs, first create a list of job titles and save it in a.csv (comma delimited) file format using a program like Microsoft Excel. A header row is required to identify the column. For importing to the Benchmark List, this column should be named Job Title. The following example displays the correct format for the.csv file:

146 140 To import the list of Job Titles seen above, for example, save the list in a.csv (comma delimited) format and close the file. Go to the Benchmark List tab and then select File Import in the Salary Assessor and open the.csv file. The areas listed by Job Titles will appear in the Benchmark List as follows. Notice that the Actual/Present Annual Salary and ERI Market Index columns remain blank until the user fills in the Actual/Present Annual Salary column.

147 Additional Salary Assessor Topics (Listed Alphabetically) 141 The Salary Assessor program will try to match the jobs titles saved in the.csv file to those found in the software in three ways: 1. Looking for an exact match. 2. Matching the characters only up to the shortest string. 3. Doing a sounds like match. If the two strings sound similarly, then they will match. If there are no matches for one or more jobs titles, then the user has the option of viewing the unmatched jobs, which can then be saved to a file or copied to clipboard.

148 142 To navigate rows in a table, see Find Text, Find Next, Go to Row, Go to First Row, and Go to Last Row. To export the Benchmark List table, use the Copy To Clipboard feature and then paste into a text editor or spreadsheet Import to Salary Planning Sheet The Salary Assessor (SA) now allows users to import any of the following data to the Salary Planning sheet: Employee Name, Position Title, Present Salary, Planned Action, Date of Planned Increase, and New Salary (enhanced SA license required). The number of rows that can be imported is limited to 9999 rows with the enhanced SA license. To import this data, first create a list with one or more columns of information and save it in a.csv (comma delimited) file format using a program like Microsoft Excel. A header row is required to identify the column(s). Column headers could include any or all of the following: Employee Name, Position Title, Present Salary, Planned Action, Date of Planned Increase, and New Salary. The following example displays the correct format for the.csv file:

149 Additional Salary Assessor Topics (Listed Alphabetically) 143 To import the list of data seen above, for example, save the list in a.csv (comma delimited) format and close the file. Go to the Salary Planning tab and then select File Import in the Salary Assessor and open the.csv file. Data can only be imported into the currently selected Department. It cannot input multiple departments at once. The data listed in the.csv file will appear in the Salary Planning as follows. Notice that the Pay Grade, Midpoint, and Compa Ratio columns remain blank until the user fills in the Pay Grade column. The Salary Assessor program will try to match the jobs titles saved in the.csv file to those found in the software in three ways: 1. Looking for an exact match. 2. Matching the characters only up to the shortest string. 3. Doing a sounds like match. If the two strings sound similarly, then they will match. If there are no matches for one or more jobs titles, then the user has the option of viewing the unmatched jobs, which can then be saved to a file or copied to clipboard. To navigate rows in a table, see Find Text, Find Next, Go to Row, Go to First Row, and Go to Last Row. To export the Salary Planning table, use the Copy To Clipboard feature and then paste into a text editor or spreadsheet Input City Dialog Box If you know the name of the city you are looking for: Begin typing the city name, or scroll through the city list and click on the desired city, then click the OK button. If you know the country, state or county: Click the Browse button. This will take you to the Browse Areas Menu. If you know the ZIP Code:

150 144 Click the ZIP Search button. This will take you to the ZIP Code Search dialog box. See Select Location and Filter Areas for more information Internet Menu When you select the Internet pull-down menu followed by one of the options listed below, the Salary Assessor automatically checks your PC for a browser (Google Chrome, Mozilla Firefox, Microsoft Explorer, etc.), executes that browser, and takes you, if directly connected via an ISDN line, to the appropriate site. Visit ERI's Web Site is ERI's main website. From this page you can access information on research background, products, surveys, and other demographic data related to employment and pay practices. See ERI and the Internet. Check for Updates This feature checks ERI's web servers for updates (if an active Internet connection is available). If an update more recent than the version of the application currently used by the subscriber is found, then the user will be prompted with instructions on how to download and install the update. Disable Automatic Check for Updates See Automatic Updates for more information. Proxy Server Setup See Proxy Server Setup for more details List Cities Within a Radius of Another The List Cities Within a Radius of Another dialog box allows you to select one, several or all cities within a user-specified distance from a central city in order to create a User-Defined Average. 1. Begin typing the name of the city -- the Input City dialog box automatically appears. Continue typing until the city you want is highlighted, or scroll down the list and click on the desired city, then click the OK button. 2. Enter the maximum distance (in miles or kilometers) from the selected city and click the OK button. This will take you back to the Browse Areas dialog box. See Cities Within A Radius of Another for more information Load Data To Open/Load Previously Saved Data 1. Select File Load Organization Data OR click the Data That Affect Salaries banner and click the Load button. 2. Select the directory, folder and *.SAL file you want to open and click the Open button. This function is controlled by and is part of the Windows operating system. With this command, you may select a saved user data file to load into the Salary Assessor software and databases for immediate processing. See Save Data for more information.

151 Additional Salary Assessor Topics (Listed Alphabetically) Mental Demands Mental Demands refers to level of education/proficiency in different areas. There are three categories of education: reasoning, mathematics and language. Each category has six levels of attainment: "6" being the highest and "1" being the lowest. GED is the minimum education level required of a worker for satisfactory job performance. Mental Demands for any job may be obtained from the Occupational Assessor (edot / edot+) Methodologies/Disclaimers North America Edition UK/EU Edition Pay Period Data for the following pay periods is available: Annual Monthly Bi-Monthly Weekly Hourly To Change the Pay Period From any main table 1. Select Options Pay Period. 2. Select a pay period and click the OK button. OR From the Salaries by Experience/Size table or the Salaries by Level table: 1. Click on the Pay Period banner (which by default will display Annual Base Salaries). 2. Select a pay period and click the OK button. From the Benchmark List or Geographic List table: 1. Click on the header for column 3 (Actual / Present... Salary). 2. Select a pay period and click the OK button. The pay period cannot be adjusted in the Salary Planning sheet, which only displays annual salaries. Since salary data stored in the current databases was compiled on the "Database Date," and, since salaries vary with time, salaries need to be adjusted if the salary "Planning Date" differs from the "Database Date." See Planning Date Salary Adjustments for more information Personalize Report To Personalize a Printed Report 1. Select File Print. 2. Click the Personalize button - this will take you to the Personalize Report dialog box. 3. Enter the information you would like to print as a footer on your printed report. 4. Click the OK button OR to save this information for future sessions, click the Save button. To Load Previously Saved Personalized Information 1. Follow Steps 1-2 above. 2. Click the Load button and select the appropriate Personalized Report File (*.prf).

152 146 Report titles will print at the top of the page and company, address and telephone information will print at the bottom of the page. See Printing for more information Planning Date Salary Adjustments Please Note: The Salary Assessor software reports the most recently available data each quarter. When you set the Planning Date back in time, the software trends the most recent data to the selected date. It does not pull data from a historical database. To Change the Salary Planning Date 1. From any main table; click the Data That Affect Salaries banner OR select Edit Organization Data. 2. Click the Adjustments button to the right of Salary Planning Date. This will take you to the Planning Date Salary Adjustments dialog box. 3. Click on the down arrow to the right of Salary Planning Date (top left) -- a monthly calendar displays. 4. Click on the right or left arrow at the top of the calendar to move from month to month. 5. Click on a particular day to select a new date. 6. Click the OK button. To Change the Annualized Salary Trend 1. Follow steps 1 and 2 above. 2. Click in the cell of the percentage you want to change and type in the new percentage. 3. Click the OK button. Any adjusted percentages will be shown in dark red font. Please note: The Prorated Salary Trend cannot be changed directly and will always be a fraction of the Annualized Salary Trend based on the salary planning date. For example, if the Salary Planning Date chosen is 11 months into the future, the Prorated Salary Trend percentage will be approximately 11/12ths of the Annualized Salary Trend. To Restore Default Settings 1. Follow steps 1 and 2 for "To Change the Salary Planning Date" above. 2. Click the Default button to return the Salary Planning Date to the Database Date and to restore

153 Additional Salary Assessor Topics (Listed Alphabetically) 147 the Annualized Salary Trend defaults. 3. Click the OK button. See Salaries by Experience/Size Background - Salary Planning Date for more information Printing To Print any Main Table 1. Select File Print. 2. A variety of print options are available, depending on the main table you print from. Make sure the options you want to print have a check mark next to them. 3. Click the OK button. To Personalize a Printed Report See Personalize Report To Print a List of Areas in a User-Defined Average 1. Select a User-Defined Average. 2. Select File Print. 3. Click the check-box next to User-Defined City List to select. 4. Click the OK button. Troubleshooting When printing multiple options at one time, some printers experience a memory overload. When this happens, the first one or two pages of the report print fine, but an error message prints on every page thereafter. One way to get around this is to deselect (or un-check) all options except one, and then print one option at a time. Printers Overall, the printing functions are controlled by the operating system. Should you have any trouble with printing (on any type of printer), please contact ERI. We have endeavored to test these programs on as many types of printers as possible, but there are a host of printer types that are not tested Reliability Statistics To View Reliability Statistics for a Job 1. Select the Salaries by Experience or Salaries by Level tab. 2. Select the desired job (see Enter New Job) and organization data (see Data That Affect Salaries). 3. Select View Reliability Statistics.

154 148 See Methodology/Disclaimer, particularly the Reliability Statistics section, for more information. Please note, reliability statistics are not available for hybrid jobs. This feature is currently only available for locations in the US, UK, and Canada Request a New Job ERI is always in the process of collecting data on job titles not currently found in the Salary Assessor database, as well as information on jobs for which the government and private surveys do not collect data. If you would like to submit additional job information for consideration, select Help Request a New Job to send an to the Salary Assessor Product Manager. Please include the job title and job description in the body of the Restore Deleted User-Defined Averages To recover user-defined averages that were previously deleted, select Help Restore Deleted UserDefined Averages. This opens the Edit User-Defined Averages screen. The option to "Load deleted user-defined averages" is selected by default (the box is checked). Alternatively, select Edit User-Defined Averages and manually check the box next to "Load deleted user-defined averages." Any deleted averages are displayed next to Average Name. The details of the deleted average are displayed in the States/Provinces, Counties, and/or Cities columns below. Click the Restore button to recover the user-defined average displayed.

155 Additional Salary Assessor Topics (Listed Alphabetically) 149 This opens the Restore User-Defined Average window. Please enter a unique name for the restored average and click the OK button. The Edit User-Defined Averages screen opens with the restored average displayed. If any additional changes are needed, edit the user-defined average here and click the OK button.

156 150 The newly restored user-defined average will now be listed in the Browse Areas screen when you select a user-defined average OR displayed next to Average Name: in the Edit User-Defined Averages screen. To Create a User-Defined Average Based on Cities Within a Radius of Another City See Cities Within a Radius of Another To Create a User-Defined Average See Create User-Defined Average To Select a User-Defined Average See Select User-Defined Average To Edit a User-Defined Average See Edit User-Defined Average To Print a List of Areas in a User-Defined Average See Printing Salaries by Experience Background The Salaries by Experience/Size Table profiles the base salary, total compensation and incentive data of a specific job. The base salary table has three columns of salary range data for three different years of experience (or for three different organization sizes for executive jobs) and for salary range. The defaults for years of experience are entry (one year), maturity maximum (the highest number of years that an

157 Additional Salary Assessor Topics (Listed Alphabetically) 151 employee typically works in this job, based on census data), and the mid-point of entry and maximum. Through data analysis, ERI determines the maximum years of experience for each job, and then reports the All Incumbent Average at the mid-point between one year of experience and maximum years of experience. You may also select any years experience within the total range. For instance, if the default displays , you may also see the pay levels at 5 years experience, or 9 years experience, etc. The center value (mean or median at middle tenure or size), along with the associated standard error and size/experience variable, are the real dollar values stored in the Salary Assessor databases. For non-executive jobs, SA provides probable salary points (dots) on the Graph. Job Title Selecting the Job Title banner brings up an Enter New Job dialog box. One may use the scroll bars, a Filter, and/or begin typing the name of the desired job to select a job for analysis. Wage/Salary The base salary table illustrates the competitive norm data for the selected job. The salaries shown in this table are adjusted by the organization data shown at the bottom left (Data That Affect Salaries). If the job in question is sensitive to industry, time, geographic location or organizational size, it is imperative that the user adjust the program's basic size and location dimensions. To make these adjustments, click on the Data That Affect Salaries banner. To adjust the Number of Years of Experience and/or the Size Range of the Organizations profiled, select the Customize Table button. To adjust the pay period, click on the Pay Period banner. Data That Affect Salaries The Salary Assessor produces two projections for each job: (1) one that is unadjusted (a national value), and (2) the fully adjusted estimate varied by industry, size, geographic area and time. Because of this, the Salary Assessor software and databases contain the Data That Affect Salaries dialog box of queries regarding the nature of the organization in which the subject jobs exist. To assist a quick review, it "boots" with the last inputted data (initially with the national data set). Enter general information concerning the subject organization in this dialog box including the organization name (if it is required on any printouts). Other adjustments may include: Location Browse to find a pre-defined area (city, state or province wide average or country average) in the Salary Assessor. With a subscription to the Geographic Assessor, as well as a license for both the North America and UK/EU editions, one may assess area pay differentials in more than 7,700 locations world wide, including the US, Canada, the UK and some members of the European Union. See Select Location. Industry For industry-specific positions, the selection of an industry code will also alter the resulting estimates of the Salary Assessor software and databases. The application automatically displays an esic industry description based on the code selected. To determine the appropriate esic number, use the Browse function. This will take you to a series of dialog boxes where you will be asked to select from the lists of available industry segments. See Browse Industries. Revenue This field defaults to Revenue. However, Years of Experience, Assets, Fiscal Year Budget (FYB), or # or employees can be used depending on the job title and the esic code. "Organization Size," including Revenue, Assets, Fiscal Year Budget, and # of employees, will affect all executive/director-level positions. The "Controller" position is also affected by the size of an organization. Positions below the executive/director level are generally reported by years of experience. The industry selection, or esic code, will often affect the "Organization Size" choices available. For example, some Finance industries, such as Depository Institutions (esic 6000), will

158 152 be reported by Asset size. Salary Planning Date The "Planning Date" is initially set to the computer's system date, or "today's" date. If this date does not equal the "Database Date," a non-zero Annualized Salary Trend will display. (Only differences greater than or equal to one month have an effect.) All salaries will be adjusted by this percentage to reflect the increase or decrease of salaries due to time. This "Prorated" percentage is compounded monthly. To nullify these adjustments, set the Planning Date to the "Data as of" date, the industry to "0000," the Revenue size to $100 million and the area to "National Average." The source of the default annualized salary trend value is the latest quarter s ERI Salary Increase and Budget Survey Report. Please Note: The Salary Assessor software reports the most recently available data each quarter. When you set the Planning Date back in time, the software trends the most recent data to the selected date. It does not pull data from a historical database. Base Salary Graph The Base Salary Graph graphically profiles a job so the user can, at a glance, understand how a salary continuously changes as the organization size changes. The top curve represents "range maximum" salaries; the middle curve represents "mean or median" salaries; and the bottom curve represents "range minimum" salaries. The percentiles may be changed for range maximum and minimum salaries. Position Descriptions ERI provides both Survey Descriptions and edot Descriptions. edot Descriptions allow for a wide range of options in terms of displaying job attributes and other data. These descriptions may also be edited, saved and used again at a later date. (Whenever a position description is edited, the Salary Assessor software data is "flagged" to denote those alterations.) See Salary Assessor Descriptions for more information. Please note, the default UK/EU version of the Salary Assessor does not report salaries by years of experience as "pay by years of experience" is often considered to be discriminatory in Europe. To display this hidden feature, select View Salaries by Experience. For definitions of terms, please see the Glossary of Compensation and Benefits Terms and the Salary Assessor Methodology Salaries by Level Background While ERI has been gathering salary data since the 1980s, our original data was gathered by years of experience and all incumbent market values. In the late 1990s we began to also gather data by levels within a job. To assure reliability, we verified for several years to make sure our quality standards were met. Software programming of the Salaries by Level tab was completed in time for us to incorporate levels in All non-executive jobs in the Salary Assessor now feature reporting of salaries by level. The data sources used for reporting salaries by level differ from those sources used for salaries by years of experience. The Salary Assessor's Salaries by Level tab is based on matching ERI Survey Descriptions with job/survey descriptions of available salary survey sources. Please also see the Definition of Levels topic. These definitions are displayed when the cursor is placed over Level 1/2/3 Base Salaries (in the All Incumbents column) and are printed at the bottom of the Salaries by Level report.

159 Additional Salary Assessor Topics (Listed Alphabetically) 153 When other main tabs are active, the Sal by Lev column on the Enter New Job dialog can still be used as a quick reference for which jobs are reported by level: Please note, the default UK/EU version of the Salary Assessor does not report salaries by years of experience as "pay by years of experience" is often considered to be discriminatory in Europe. To display this hidden feature, select View Salaries by Experience. For definitions of terms, please see the Glossary of Compensation and Benefits Terms and the Salary Assessor Methodology Salary Assessor Descriptions The Salary Assessor Descriptions window is located below each main table and displays three tabs: Survey Description edot Description Skills & Competencies (SCOs) Survey Descriptions: Various salary surveys may use different titles to describe the same job. ERI researchers carefully compare the level and responsibilities of each survey job to assure proper job matching and compilation of data. ERI has over 25 years of extensive knowledge of salary surveys and job matching. This assures the user that ERI data is of the highest reliability. ERI has prepared composite Survey Descriptions to assist the user in finding job matches in their organization to jobs available in the Salary Assessor software database. edot Descriptions: These are either those derived by ERI researchers or those originally taken from the latest version of the Dictionary of Occupational Titles (DOT). They consist of two to three parts: an overview, essential functions and marginal functions. Marginal functions describe duties required of workers in some establishments but not in others. Not all descriptions contain marginal functions. Those that are "marginal" are selected because of their use of the verb "may." edot Descriptions are available in the Salary Assessor for purposes of assisting a user in writing job descriptions for their own organization. The edot descriptions are pre-written illustrative descriptions which may be edited and changed by the user for their own organization's job description purposes.

160 154 Please see the Salary Assessor Descriptions section of the Methodology/Disclaimer for more information. Skills & Competencies (SCOs): Users may select from a list of available Selected Characteristics of Occupations found above the graph. To View the Salary Assessor Description Windows Select Description Show Description To Use the Position Description Pop-up Menu Right-click on the open position description to activate the pop-up menu. Options available will vary based on the type of description selected. To View a Modified Position Description Select Description Show Modified To View the Position Description for a Hybrid Position A position description is not available for the composite hybrid position. The user must select one of the component positions that forms the hybrid in either the Edit Hybrid Positions screen or the Hybrid Job Detail screen and view its position description in the Enter New Job screen.

161 Additional Salary Assessor Topics (Listed Alphabetically) 155 Note: A user can also use the Filter Options feature to view a list of only those jobs that have a modified description available. See Edit Position Description or Enter New Job for additional information. DOT Methodology Note: The methodology used by the Department of Labor in developing DOT job descriptions is described in the following publication: U.S. Department of Labor, Manpower Administration, Handbook for Analyzing Jobs (Washington, DC: U.S. Government Printing Office, 1972). This book includes a complete description of the DOL methodology Salary Planning Background The Salary Planning sheet allows you to analyze and plan salary increases for up to 99 jobs at one time using the Professional Edition or 1000 jobs using the Consultant Edition. The columns are defined as follows: Employee Name -- The user enters the employee's name or a unique identifier for the employee here. Position Title -- Select from a list of over 6,000 job titles available in the Salary Assessor. Begin typing and the Enter New Job screen will appear. Survey Mean Estimate -- This is the All Incumbent Average of the Annual Base Salary for the selected job title (see the Salaries by Experience tab). Pay Grade -- Click on a cell in this column and select F2 to open the Select Pay Grade window (below). Users may import, edit, or create new pay grade tables for use in the Salary Planning sheet. See Import a Pay Grade for more information. A default pay grade table is also provided.

162 156 Midpoint -- This is the midpoint of the pay grade selected in the previous column. Present Salary -- The user inputs the present salary for the employee in this row. Compa Ratio -- This equals the Present Salary divided by the Midpoint of the Pay Grade. Select Options Show Compa Ratio to see this ratio, rather than the Market Index. Market Index -- This equals the Present Salary divided by the Survey Mean Estimate. Select Options Show Market Index to see this ratio, rather than the Compa Ratio. Planned Action -- This is the planned salary increase amount. Date of Planned Increase -- This defaults to the Planning Date (see Data That Affects Salaries). New Salary -- This equals the sum of the Present Salary and the Planned Action. Percent Increase -- This is the Planned Action divided by the Present Salary, expressed as a percent. For more information about adding, showing/hiding, renaming, deleting, and sorting Departments and Sub-Departments, see Salary Planning Departments. To navigate rows in the Salary Planning table, see Find Text, Find Next, and Go to Row. Users may also Import to the Salary Planning sheet (enhanced SA license required) Salary Planning Departments The left-hand panel of the Salary Planning sheet allows the user to add, show/hide, and rename Departments and Sub-Departments. Click on New, Show, or Rename (under Departments) to use these functions.

163 Additional Salary Assessor Topics (Listed Alphabetically) 157 To add a new Department or Sub-Department, click on a Department (e.g. Department 1) and click New. Select either Create New Department (same level as Department 1) or Create New SubDepartment (under Department 1) and name the new Department or Sub-Department. To show or hide Sub-Departments, click on either the plus/minus sign (+/-) next to the Department OR select Show and Show All Departments or Hide Sub-Departments.

164 158 To rename a Department or Sub-Department, click on the Department or Sub-Department once and select Rename. To access any of the functions described above, users may also right-click on a selected Department or Sub-Department and choose from the list of options. In addition to New, Show/Hide, and Rename, this list has two additional options: Sort Table By... and Delete. To sort a populated Salary Planning table, select Sort Table By... and choose one of the options listed

165 Additional Salary Assessor Topics (Listed Alphabetically) 159 (e.g. Department, Employee Name, Midpoint, etc.) and either Ascending or Descending. The Sort option is also found under Options Sort Table By... in the top menu Save Data To Save Data 1. Select File Save Organization Data or click the Data That Affect Salaries banner and click the S ave button. 2. Select the directory and folder you want your file saved to, and name the new file as a *.SAL file (example: MYDATA.SAL). 3. Click the Save button. OR From the Data That Affect Salaries dialog box click the Save button. The following user selections will be saved: Salaries by Experience/Size Percentiles Position Title Organization Data (all main tables)

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