Musterreport Softwareentwickler

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Mildred Alexander
6 years ago
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1 Report number Compensation-Online Hoheluftchausee Hamburg Tel.: Fax: Services GmbH powered by

2 1. Your Data These data were selected by you to generate this report - requirements regarding education, experience and age Education / age Typical education for this position Required experience in this position Approximate age German Diploma Fachhochschule/Berufsakademie 1-2 years 30 year - Generel job profile, title, personnel and budgetary responsibility, industry and company size Job details Organisational unit Position level Position Type of responsibility Disciplinary personnel responsibility Functional responsibility Responsibility for revenue target Budgetary responsibility Influence on the budget Industry Company size Group size IT Clerk / blue collar worker Software Development - Backend Without personal responsibility none none 0 0 Public Authorities Actual or target salary values of this position. If you have not answered the questions regarding the salary, this is documented by '0 EUR'. Your organisation s salary information for easy comparison with external market rates Base payment Overtime (paid) 0 (for more details see last page) Bonuses Total Cash Company pension scheme Others Total remuneration Company car allowance: Car's list price acc. to official price list Own contribution to car's leasing rate 40,200 2,500 42, , (Extrapolated to 40 work hours per week) (Extrapolated to 40 work hours per week) (Extrapolated to 40 work hours per week) Compensation-Online report no.:

3 Information for grading the position or for describing it in more detail. You will not necessarily have entered all the information you find here as some requirements are entered automatically, depending on minimum education and/or type of position. In this case, questions pertaining to these requirements will not come up in the questionnaire. Communication and interaction skills Quantitative requirements placed on interaction skills Little communication is necessary (typically less than 40% of work time) Form of communication Direct communication (1:1, over 90% of the time) Nature of interaction Mainly motivating, persuasive Cultural scope of communication International, cross-cultural (over 10% of communication) Complexity of duties and strategic skills required Strategic influence of the position The job holder performs mainly operational tasks. Sometimes he/she is required to make a strategic decision.. Work results of job holder can be visible within a few days The quality of the job holder s performance Involves a disproportionate amount of effort and insight to be evaluated Physical and psychological work place stress The results page gives you a detailed job description for each job profile in a word document. The document contains a summary of all the job skills required for a position and can be used for your organisation s internal vacancy announcements or external employment ads. 2. The Reference Group Size of reference group: Size of reference group: the results of our reports are based on a regression analysis we have developed together with Prof. Tom Krebs, Ph.D, chair for Macroeconomics and Economic Policy of Mannheim University. Development of the analysis formula was based on over 1 million single records of our salary data base. The regression analysis for this report is based on 7,401 single records. Compensation-Online Report

4 3. Statistical Preparation Of Data Remuneration Characteristics Basic annual pay incl. Christmas and holiday allowances (All figures are based on 40 working hours per week. For more information refer to the last page) Upper quartile (25% receive more, 75 % receive less) 52,817 Mean 46,645 Median (50 % receive more, 50 % receive less) 45,528 Lower quartile (75% receive more, 25 % receive less) 39,244 Your value for base bay (actual or target value) 40,200 in % of Median 88 % The red mark represents your value base pay as a percentage of market's median. If you have not answered the questions regarding your salary the mark will not appear. Overtime (only paid overtime above 40 working hours per week, for details refer to the last page) overtime is payed for (percentage of reference group) 6 % Mean value per year 5,550 Median 2,608 Your value for overtime 0 in % of Median 0 % Bonuses Bonuses are paid for 22 % Mean value per year 5,505 Median 4,681 Your value for bonuses (target value) 2,500 in % of Median 53 % Total cash (Basic annual pay + overtime payment + bonus payments) Upper quartile (25% receive more, 75 % receive less) 54,677 Mean 48,207 Median (50 % receive more, 50 % receive less) 47,014 Lower quartile (75% receive more, 25 % receive less) 40,425 Your value for total cash 42,700 in % of Median 91 % The red mark represents your value total cash as a percentage of market's median. If you have not answered the questions regarding your salary the mark will not appear. Compensation-Online report No.:

5 Company pension scheme Company pension schemes are paid for 15 % Mean 2,426 Median 1,792 Your value for company pension schemes 845 in % of Median 47 % Other payments Realised share options, employee discounts, interest rates advantage by company credits compared to bank rates etc. Other payments are received by 10 % Mean 958 Median 483 Your value for other payments 120 in % of Median 25 % Total remuneration (base pay + overtime payment + bonus payments + company pension scheme + other payments) Upper quartile (25% receive more, 75 % receive less) 55,267 Mean 48,657 Median (50 % receive more, 50 % receive less) 47,418 Lower quartile (75% receive more, 25 % receive less) 40,684 Your value for total remuneration 43,665 in % of Median 92 % The red mark represents your value total rem as a percentage of market's median. If you have not answered the questions regarding your salary the mark will not appear. Company car allowance company car allowance is available for 3 % mean value ot the car (according to price list) 27,483 Median 26,271 Your value for company car for this 0 in % of Median 0 % Compensation-Online report No.:

6 Chart - Base Pay The following chart shows base pay ranges and how many of the recordsets are in each category. [%] [T ] Chart - Bonuses The following chart shows the distribution of bonuses paid in the reference group. Only cases in which bonuses are paid are taken into account for calculating this chart. The percentage of cases receiving a bonus you can find in the table Bonuses on page 3. [%] [T ] Compensation-Online report No.:

7 4. Remuneration depending on Age [T ] [year The curve /line is the result of median standardized incomes. The graph and tables show that average market remuneration increases with age, without a change in any of the other parameters. Most positions follow a certain pattern linked to seniority (average trend). This means that mid-market salaries increase with the age of their incumbents. The reason for this can be seen to lie in an assumed increase in experience (seniority principle) as well as in a dynamic increase in salaries due to union tariffs and inflation. age 25 Years 30 Years 35 Years 40 Years 45 Years 50 Years total cash median 43,736 47,014 50,123 52,998 55,578 57,805 increase in %, relative to start of career 55 Years 59, % 0 % 7 % 15 % 21 % 27 % 32 % Compensation-Online Report

8 5. Analysis of pay scale classifications Introduction The information you have supplied about the position gives a first overview of the requirements placed on a particular position. The breakdown of these requirements can be used to group positions within collective pay scale groups. The following graph will help you to create clear and comprehensible pay scale groups. It shows the range of pay scales for the position you have entered. Important salary information: Please note that the recommended salary rates for a particular position can vary. This can be due to a number of reasons such as pay scale differences in different markets or non collective agreements, which are also considered in our evaluations. Relevant grading information: The grading information and recommendations are meant to serve as a basis for your orientation. The information is not binding. Feel free to consult us if you require further help in defining employee groups. Our grading recommendation / TVöD Our grading recommendation is based on the data you have entered on Find additional information on how we differentiate between different job grades online by selecting "Management Summary / Grades". Compensation-Online Report

6. Definitions 1. Glossary The base pay is calculated from the monthly gross salary multiplied by the number of payments made. It therefore includes payments for Christmas and holiday allowances.

9 6. Definitions 1. Glossary The base pay is calculated from the monthly gross salary multiplied by the number of payments made. It therefore includes payments for Christmas and holiday allowances. If the latter are paid as fixed amounts, these amounts are converted into additional monthly salary payments. The overtime paid refers to all hours of overtime worked and paid for. Under the heading of incentives, commission and profit-sharing are consolidated all performancebased employer payments. Total cash includes all cash payments, such as basic annual salary, overtime paid and bonuses. The company pension scheme includes payments of the employer which are used for pension schemes and additional to above payments. Other payments include all non-cash benefits, such as realised share options (discounted), employee discounts or interest rates advantage by company credit compared to bank rates (cheap loans). Total remuneration includes all cash and non-cash employer payments as well as the non-cash perks of fringe benefits such as discounts and company pension payments. However, it does not include the non-cash benefit of the company car as this depends greatly upon the personal contract terms of the individual employee. Weekly working hours. The record sets are based on different contractual working hours which must be set according to a uniform basis to enable a correct comparison. To do so, the salary data are corrected as follows: Basic salaries which are based on a working week of less than 40 hours are extrapolated to a working week of 40 hours as long as an arrangement exists for this position which reimburses overtime in addition to the basic salary. However, if overtime worked is already included in the basic salary, the latter is not extrapolated as extra time work which would increase the position to one with a higher hourly basis of 40 hours, would not lead to an increase in remuneration. The value given in the tables for overtime only concerns the portion of overtime in excess of the weekly working time of 40 hours. For a position based on a working week of 38.5 hours and an average of 5 hours overtime per week, only the equivalent of 3.5 hours of overtime is given as 1.5 hours of overtime are already taken into consideration by the extrapolation to a 40 hour working week. The value given for company car allowance represents the price of a new car inc. VAT. The number of employees given as disciplinary managed staff includes responsibility for salary negotiations and/or recruitment/dismissal of staff. Not included here is the mere management function of individually assigned personnel (e.g. within a team or project). The mere management and instruction of assigned personnel without disciplinary responsibility is mapped in the context of the technical management responsibility, such as given to team, group or project managers. We differentiate between 8 hierarchy levels: - Spezialist / Sachbearbeiter : sepcialist without any financially or managerial responsibility - Budgetverantwortung : a specialist with responsibility for a budget - fachliche Führung : a specialist who is technically managing personnel - fachliche Führung mit Budgetverantwortung : a specialist who is technically managing personnel and is responsible for a budget - disziplinarische Personalverantwortung : manager with disciplinary responsibility for personnel - disziplinarische Personal- und Budgetverantwortung : manager as above plus responsibility for a budget - Führung mehrerer Hierarchieebenen : manager who is managing personnel over more than one hierarchy level - Geschäftsführung/Vorstand : managing director Job Grades are based on an evaluation of all jobs in the Baumgartner & Partner job evaluation system. This system which is integrated into the data collection and evaluation process, allows us to compare jobs of all different functions, irrespective of titles and job descriptions. 9

Performance-Related Pay Polices for Government Employees, 2005

Performance-Related Pay Polices for Government Employees, 2005 Denmark PRP established for the first time in 1997. PRP policy revised in 1997. In 2002, most of the unions entered the new pay system. PRP applies to all staff in Denmark. For some personnel groups, it