Compensation and Benefits Benchmarking Survey ACI-NA Business of Airports Conference Human Resources Track April 24-26, 2017

Transcription

1 2017 ACI-NA Business of Airports Conference Human Resources Track April 24-26, 2017

2 History ACI-NA Human Resources Committee provides oversight and direction The Steering Group s Compensation and Benefits Survey Working Group, Continually refining the survey tool Increase the survey participation rate The survey was created in response to requests from airport directors Partner Western Management Group Inaugural survey launched in 2008, published in survey participation, utilizes 2016 data collected 153 ACI-NA member airports 132 U.S. 21 Canadian 2

3 Survey coverage U.S. and Canada Over 100 benchmark jobs Collects total cash compensation data Breakouts available by airport size, location, revenue, budget, headcount, total passengers, total cargo, and governance type Survey results Online access to results Custom report capabilities Reports available in both.pdf and.xls formats Tiered pricing based on airport size Unlimited number of internal users and reports 3

4 Annual timetable Call for participation August Data submission November Results available February Webinars April, August 4

5 Recent initiatives of the Compensation and Benefits Survey Working Group Review of proposed job descriptions for the 2018 survey Job enhancement project Review job descriptions to ensure accuracy and clear summarization Introduction a job leveling matrix Support Structure Professional Structure Management Structure 5

6 Support Structure Level Leveling Factors Type Skill Assignments Experience Education Supervision S1 Entry Needs training Routine, repetitive None H.S. diploma Close S2 Intermediate Fully trained Semi-routine 1+ years Specialized Limited S3 Career Fully qualified Complex 3+ years Specialized, certification S4 Specialized Specialized Specialized 6+ years Specialized, certification S5 Team leader Advanced Leadership 9+ years Specialized, certification, leadership General Minimal Independent 6

7 Professional Structure Level Leveling Factors Type Skill Assignments Experience Education Supervision P1 Entry Developing Routine, repetitive None Bachelor degree Close P2 Indeterminate Fully trained Semi-routine, 1+ years Bachelor degree Limited P3 Career Fully Qualified Complex 3+ years Bachelor degree, postgraduate degree P4 Specialist Specialist, SME Highly complex 6+ years Bachelor degree, postgraduate degree certification General Minimal 7

8 Management Structure Level Leveling Factors Type Assignments Experience Education Possible Titles Supervisor M0 Supervisor Tactical, supervises low-level M1 1 Tactical, supervises professional, technical 3+ years Same as employees being supervised 5+ years Bachelor degree M2 Manger 2 Strategic 8+ years Bachelor degree M3 3 Strategic, typically a functional leader X1 X2 (Executive-1) (Executive-2) Strategic, functional leader Strategic, top executive 15+ years Master degree preferred 15+ years Master degree preferred 20+ years Master degree preferred Supervisor, Assistant, Department Senior Manger, Area, Regional National, Director, VP Director, VP, Senior VP President, CEO, Executive Director Strategic Strategic or Functional Leader Typically reports to a VP Reports President/CEO - 8

9 Questions? Feedback? Thoughts? 9