Annual Salary Budget Planning Survey Survey Questionnaire. Due Date: May 22, 2018

Transcription

1 Annual Salary Budget Planning Survey Survey Questionnaire Due Date: May 22, 2018

2 April 25, 2018 Dear Participant: Compensation Resources, Inc. (CRI) is pleased to open participation for the Annual Salary Budget Planning Survey. This survey is targeted to the general industry, and is designed to report data for annual planning purposes for compensation and incentives. We are inviting your organization to take part in this survey and welcome your participation. Individual information will be kept under the strictest of confidence. All the data will be pooled; hence, individual responses cannot be traced back to any company in particular. Your feedback matters, so please respond candidly. Report all compensation data as of April 1, 2018, unless otherwise indicated. Return the completed questionnaire by May 22, 2018 to: Compensation Resources, Inc. 310 Route 17 North Upper Saddle River, NJ Fax: (201) Survey results will be available to participants in.pdf format, free of charge. Non-participants may purchase the survey for $140. CRI is dedicated to providing accurate results of this survey to participants; therefore, should you have any questions or need clarification regarding any aspect of the survey's completion, please feel free to contact me. Thank you in advance for your participation. Sincerely, Diana D. Neelman, CCP, SHRM-CP Principal, Executive Vice President (877) , x105 1

3 INSTRUCTIONS Report all compensation data as of April 1, 2018, unless otherwise indicated. Part I. Participant Information Provide information of respondent and responding company. Revenue should be reported as of the last fiscal year end date (2017). Part II. General Compensation Practices Provide responses to questions regarding general compensation practices within your company. Part III. Incentive Compensation Practices Provide responses to questions regarding short-term and long-term incentive compensation practices within your company. Part IV. Compensation Package Mix Provide responses to questions regarding the compensation package mix within your company. 2

4 PART I. PARTICIPANT INFORMATION Participant Name: Company Name: Job Title: Business Unit: Full Address: Phone: ext. Fax: ( ) I would like my organization's name listed as a participant I do not want my organization's name listed as a participant Revenue A. Less than $9.9 million B. $10.0 million - $49.9 million C. $50.0 million - $99.9 million D. $100.0 million - $499.9 million E. $500.0 million - $999.9 million F. More than $1 billion Company Type A. Publicly-Traded B. Privately-Held C. Not-for-Profit Size A. Less than 50 employees B employees C employees D employees E. 1,000-1,999 employees F. 2,000-4,999 employees G. 5,000-9,999 employees H. More than 10,000 employees Industry Group A. Agriculture, Forestry, Fishing and Mining B. Utilities C. Construction D. Manufacturing, Durable Goods E. Manufacturing, Nondurable Goods F. Wholesale Trade G. Retail Trade H. Transportation and Warehousing I. Publishing, Media, and Telecommunications J. Finance, Insurance, and Real Estate K. Services (including Business and Professional) L. Biotechnology & Pharmaceutical M. Educational N. Health Care and Social Assistance O. Accommodation and Food Services P. Public Administration Q. Other (please specify) 3

5 PART II. GENERAL COMPENSATION PRACTICES 1. What is the average merit/salary increase percent budget for each group for the time periods indicated? Group 2018 Actual Projected 2019 Executive Management Exempt Salaried Non-Exempt Salaried Hourly/Production 2. What is the average salary structure movement for each group for the time periods indicated? Group 2018 Actual Projected 2019 Executive Management Exempt Salaried Non-Exempt Salaried Hourly/Production 3. How frequently does your organization update its salary structure? A. Every year B. Every 2 years C. Every 3 years D. Other 4. Does your organization have a formal Compensation or Total Rewards Philosophy? A. Yes B. No 4

6 5. What is your organization's target market positioning for each position level below? (Please express as a percentile figure 50th percentile, 75th percentile, etc.) Position Level CEO, President Executives and Officers Sr. Managers / Directors Managers Exempt Salaried Non-Exempt Salaried Hourly Target Market Positioning (percentile) 6. If target market positioning is below the 50th percentile, please explain why: 5

7 PART III. INCENTIVE COMPENSATION PRACTICES Short-term incentives or bonuses are awards that are provided to employees for their work or performance over a time period that does not exceed one (1) year. Please complete the following table with respect to short-term incentives for each position level indicated below. Position Level Eligibility Target Award % Base Salary CEO, President Yes No Executives and Officers Yes No Sr. Managers / Directors Yes No Managers Yes No Exempt Salaried Yes No Non-Exempt Salaried Yes No Hourly Yes No Form of Payment Actual Award % of Base Salary Change from

8 Long-term incentives are awards that are provided to employees for their work or performance over a longer time period, generally greater than one (1) year. Check below whether your organization provides the following long-term incentives for each position level indicated. Stock Option Plans Stock Plans Cash-Based Plans Performance Contingent Restricted Phantom Position Level NQSOs ISOs SARs based based Stock Stock/LTIP CEO, President Executives and Officers Sr. Managers / Directors Managers Cash Bonus Exempt Salaried Non-Exempt Salaried Hourly 7. Will your long-term incentive plans change for 2019? A. B. Yes No 8. If yes, why? Check all that apply. A. B. C. D. E. F. G. To refocus long-term incentives to match a business strategy To change the award components from equity to cash (or vice versa) To restructure the compensation mix between base salary, annual incentives, and long-term incentives To react to changes in the tax law To recognize organizational change from privately-held to publicly-traded (or vice versa) As a result of the organization's merger or acquisition Other 7

9 9. What will the award performance matrix be based on? A. B. C. D. E. F. Stock value Top line results (revenue) Bottom line results (EBIT, net profit, etc.) Combination of top and bottom line results Strategic plan results Other 10. How is the size of the award determined? A. B. C. D. E. F. G. As a percentage of base salary As a percentage of total cash compensation (Base + Annual Bonus) Fixed values are attached to pay grades within the salary structure Number of years of tenure or length of service Based on what peers/competitors are paying Subjectively determined Other 8

10 IV. COMPENSATION PACKAGE MIX A Total Compensation Package (TCP) typically consists of fixed and variable components. Ratios differ for employee groups; for example, a larger fixed component typically makes up a package for clerical/administrative level employees and a larger variable component typically makes up a package for executive/managerial level employees. What is the average composition, or pay mix, of the Total Compensation Package for each of the following position levels? Please indicate the average percentages of Base Salary, Annual Incentive, and Long-Term Incentive. The sum must equal 100%. Position Level A. Base Salary % B. Annual Bonus / Incentive % C. Long-Term Incentive % D. TCP A+B+C Example 60% 20% 20% 100% CEO, President 100% Executives and Officers 100% Sr. Managers / Directors 100% Managers 100% Exempt Salaried 100% Non-Exempt Salaried 100% Hourly 100% Comments: Thank you for your participation 9