2017 Regional. Wage & Compensation Survey. User Manual

Transcription

1 2017 Regional Wage & Compensation Survey

2 This is provided to help you become more familiar with all aspects of the survey process and enable you to complete the survey quickly and as accurately as possible. Important Dates Survey Opens Monday, March 20, 2017 Survey Submission Deadline Friday, April 21, 2017 Effective date of base salary March 1, 2017 Survey Report Publication June, 2017 Archbright Contact Information Contact us for answers to all your survey questions. Your s and calls will be answered within one work day if not immediately. On-Call office hours to reach our Sr. Survey Consultant, Betsy Smith: 10am 1pm. Monday, March 20 Tuesday, March 29 Thursday, March 30 Tuesday, April 4 Thursday, April 6 Tuesday, April 11 Thursday, April 13 Tuesday, April 18 Thursday, April 20 Survey Participation and Invitation Participation Eligibility: Survey participation is open to all employers of any size and industry in Washington, Oregon and Idaho. There is no requirement to be an Archbright member. Survey Invitation and Survey Access Link: We open the survey with an invitation launched from Archbright s survey platform, PeriscopeIQ. The contains the survey access link. This link is unique to your organization. Each organization should only submit 1 survey. If multiple people within an organization submit data, only the most recent data submission will be saved as it will over-write all other data previously submitted. Reminders: Invitees will receive reminders from Archbright during the open survey period. Survey Scrub: Once we receive your completed Questionnaire and uploaded Survey Input Form, we start the data scrubbing process. Please be ready to receive a call from us if we find the need for data clarification and questions. Contact us at & regionalsurveys@archbright.com Page 2

3 Report Publication Report preparation: Once the data is scrubbed, scoured and scrubbed some more the data is compiled and reports are prepared. This take several weeks and publication is slated for mid-june. You may be contacted for more information and your quick response furthers the cause of a timely and accurate report! Getting your Report: Participants will receive an with access information to the report once it is ready for publication. You will be provided a password to enter Archbright s online store and a discount code for participant members to purchase your free copy. For non-member participants, you will receive the password and directed to a page to make your payment. Visit Archbright 2017 Survey Pricing to learn more about non-member participant and nonparticipant prices. Survey Confidentiality Archbright considers the confidentiality of each participant s information as our most important role in this endeavor. Every step of the way your organization s identity is protected; from sending out invitations to publishing the report we use current and reliable protocol to protect the confidentiality of each organization s information. Survey data is collected by a secured web based third party survey firm, Periscope IQ, that specializes in salary surveys. Reporting requirement of a minimum match of 5 companies to report salary data. Do not report names of participant organizations. Data cuts are by demographics categories only, not by selected companies. User Tools to Download from the Questionnaire Survey Manual, PDF of the Survey Manual. Job Description Directory: Searchable PDF of Job Titles and Descriptions. Survey Questionnaire PDF Download: Copy of questionnaire. How To Obtain, Fill Out and Submit The Survey Survey Invitation Access Link Each invitee receives an invitation sent from the PeriscopeIQ survey platform that provides a unique access link to the survey. To obtain a new access link contact us at regionalsurveys@archbright.com and we will redeploy new access code to you. Contact us at & regionalsurveys@archbright.com Page 3

4 Survey Questionnaire Once you have linked-in to the survey questionnaire, you will find an introduction and the following four sections. Some questions are optional and some are required to be answered. You will see a red asterisk * alongside questions that are required. Section One: Survey Input Form: It is best to download the excel form immediately to get started on gathering the required data. Follow the instructions below to locate the download and upload links. Uploading the spreadsheet is required; you will be unable to submit the questionnaire prior to completing the upload. Look for the two sided-by-side link pictured above, just above Section One. The left link is the Download Survey Input Form, a formatted excel file to gather survey and incentive data. The right link is the, the link you must use to upload the completed excel file. To complete the survey submission, you must upload the file and complete all required questions in the questionnaire. Important: You will need to enable editing of the excel file and save to your computer. This is your working version and the one you will upload once completed. Section Two: Organization Information: Contact information and organization demographics which are used to report data cuts. All questions are required. Section Three: Base Salary Plan Practices: Base salary plan budgets and employee turnover. Section Four: Incentive Plan Practices: Plan types and annual bonus and sales plan objectives. Wage & Compensation Survey Structure and Rules Data is collected for each job incumbent; you must make a separate entry for each employee and include: o Each incumbent s job title. o Annual base salary (full time equivalent for hourly and part-time incumbents). o Annual bonus and/or sales commission eligibility for current year. o Annual bonus and/or sales commission paid in previous year. o Formal salary structure minimum and maximum. Our job codes are designed to facilitate sorting by function and job level. Key in old and current codes and the most current code automatically displays. FLSA designations, exempt and non-exempt, are no longer applied to jobs or functions. Contact us at & regionalsurveys@archbright.com Page 4

5 Survey Input Form Instructions These instructions are found in the second tab of the Survey Input Form. Data Entry Guide for Survey Input Form Column Number & Title Tips and Instructions for Each Column of the Survey Input Form A B & C D E Survey Job Code Survey Job Code and Title Autofill Organization s Job Title Annual Base Salary Enter job code for each incumbent matched to the survey. Each incumbent is reported on a separate line. Job codes includes 2015, 2016, Do Not Enter Data in Column B & C. The 2017 Job Code and Title will display once the Job Code is entered in Column A. Enter the job title used by your organization for each incumbent (employee) reported in the survey. Required for data verification. Report pay rates as of March 1, Part time and hourly employees: Hourly rate times 2080 (FTE). Weekly, bi-weekly or monthly pay rate scheduled hours Do NOT include benefits or incentives. Report on separate rows for each job incumbent (employee), even those with the same pay rate. F G H I J Bonus Incentive Plan Eligible (Y/N) Bonus Incentive Plan Amounts Paid in 2015 Commission Plan Eligible (Yes/No) Commission Plan Amounts Paid in 2015 Formal Salary Range Use the drop-down box or enter Yes or No to select applicable answer for Bonus Incentive Plan Eligible for each job incumbent. If you select "No", leave 'Bonus Incentive Plan Amounts Paid in 2016' column blank. If you entered Yes under Bonus Plan Eligible (Column F), enter actual annualized incentive paid to the incumbent (employee) in Enter in Dollars ($). If an employee was eligible but did not receive Bonus Incentive Pay, enter 0. If you entered No in Bonus Incentive Plan Eligible, leave blank. Use the drop-down box or enter Yes or No to select applicable answer for Commission Plan Eligible for each job incumbent. If you select "No", leave 'Commission Plan Amounts Paid in 2015' column blank. If you entered Yes under Commission Plan Eligible (Column H), enter actual annualized commission paid to the incumbent (employee) in Enter in Dollars ($). If an employee was eligible but did not receive a payment, enter 0. If you entered No in Bonus Incentive Plan Eligible, leave blank. Use the drop-down box to indicate if the position has a formal structured salary ranges. Only enter YES if jobs are grouped into formal grades or ranges. DO NOT report actual salary minimum and maximum. If you select "No", do not enter any data in the next two columns, 'Range Minimum' and 'Range Maximum'. Contact us at & regionalsurveys@archbright.com Page 5

6 K Range Minimum Report the salary range minimum for this position. Report only if position has a formal salary range. Do NOT enter your lowest rate paid for this position. L Range Maximum Report the salary range minimum for this position. Report only if position has a formal salary range. Do not enter your highest rate paid for this position. Job Description and ing Job descriptions have two distinct components, job core and job family leveling. Download the Job Description Directory pdf and check out the extra tabs in the Salary Survey Input Form for complete listings of job codes (old and new), job titles and job descriptions. o The job core captures the primary activities and work duties. o The job family leveling describes the respective level of responsibility, education and experience. The table below provides a view of the overall leveling structure for the survey s five functional areas. o A job code s last digit shows the level, i.e. job code:1542, Financial Analyst 2. See Addendum on pages 9 and 10 for complete descriptions of each level. Job s by Function Production Entry Experienced Senior Specialized Business Support Professional & Technical Engineering & Scientific Management Entry Experienced Senior Specialized Entry Experienced Senior Specialized Entry Experienced Senior Principal Senior Principal Working SPV Spv Mgr Dir Five Job Function Definitions Business Support: Administrative and technical business operations support and coordination positions. Production: Manufacturing, production and plant management trades positions. Professional & Technical: Professional: Analytical and professional level project management, administrative and technical positions. Engineering & Scientific: Specialized professional level product design, research and development positions. Management: Supervisor level to Directors. Contact us at & regionalsurveys@archbright.com Page 6

7 Survey Navigation You may return to the survey and work on Section Two, Three and Four and finish filling in your worksheet later. Be sure to select Save Temporarily at the bottom of the questionnaire. Uploading Survey Input Form Once you have completed the excel Survey Input Form, return to the online questionnaire and click on the. You will be taken through the following screens. Select the Survey Input Form excel file from your computer desk top. Contact us at & Page 7

8 Click Upload Close Window Final Step Submit Once you have answered all questions (at least the required questions but we hope you will answer ALL questions) and uploaded your data input form, remember to submit the survey. Contact us at & Page 8

9 ADDENEDUM JOB LEVELING DESCRIPTIONS 2017 Wage & Compensation Survey Job ing Criteria Business Support Production, Facilities, and Technical Support Professional and Technical 1 Entry Entry level business support. Acquires new skills and learns policies and procedures to complete routine tasks. Receives close supervision on assignments and interactions with customers and callers. Typically requires High School education and 0-2 years of experience. Entry production level. Acquires new skills and knowledge to complete routine tasks using clearly defined policies and procedures. Receives close detailed instructions and supervision. High School graduation and 0-2 years experience. Entry level professional. Learns to apply knowledge and skills acquired through a formal degree or certification program. Work is routine requiring close supervision. Typically requires a bachelor degree and 0-2 years of experience. 2 Experienced Intermediate level business support. Applies learned skills and procedures to complete semi-routine tasks. Receives general guidance on assignments and interactions with customers and callers. Typically requires High School education and 2-4 years of experience. Intermediate production level. Applies learned skills to complete a wide range of production tasks. General guidance on routine tasks. Independent interaction with outsiders and team members. Vocational or apprenticeship training and 2-4 years experience. Intermediate level professional. Applies developing knowledge and skills to a range of semi-complex tasks. Receives minimal direct supervision. Actively contributes to team and handles escalation calls. Typically requires a bachelor degree and 2-4 years of experience. 3 Senior Senior level business support. Applies expertise to perform a broad range of tasks. Senior member of a team. Mature knowledge source for customers, clients and co-workers. Typically requires High School education with some vocational training and 4-6 years of experience. Senior level working on complex problems. Applies expertise to perform a range of challenging tasks. Receives minimal guidance and determines daily activities. May be a team lead. Vocational or apprenticeship training and 4-6 years experience. Senior level professional. Applies mature technical and organizational knowledge to a range of challenging tasks. Receives consultative supervision. Provides technical and team leadership. Handles escalated interaction with customers and callers. Typically requires a bachelor degree and 4-6 years of experience. 4 Specialist Specialist level business support. Applies specialized expertise to perform a broad range of tasks. Handles highly sensitive interactions with customers, executives and senior level co-workers. Typically requires High School education and vocational training and over 6 years of experience. Specialist level. Applies specialized expertise to perform a broad range of task and contributes to defining new processes and procedure. Subject matter expert for internal and external contact. May be a team lead. Vocational or apprenticeship training and over 6 years experience. Specialized professional level. Applies expert technical and organizational knowledge to highly complex projects. Provides senior technical and team leadership. May be highest escalation for customers and callers. Typically requires a bachelor degree and over 6 years of experience. Contact us at & regionalsurveys@archbright.com Page 9

10 Job ing Criteria Engineering and Scientific Management 1 Entry Entry engineer, software developer or scientific professional. Learns to apply knowledge and skills acquired through a formal degree or certification program. Work is somewhat routine and performed under close supervision. Typically requires bachelor's degree in engineering, science or math and 0-2 years of experience. First Supervisor Responsible for daily operations of a unit or subunit. Assigns tasks, checks work, and establishes work schedules. May perform the work of the unit on a limited basis. Reports to second level supervisor. 2 Experienced Intermediate engineer, software engineer or scientific professional. Applies developing technical knowledge and skills to a range of task complexity. Works independently requiring only consultative supervision. Actively contributes to team projects. Typically requires bachelor's degree in engineering, science or math and 2-4 years of experience. Supervisor Supervise operations of a department or unit. Schedules work and monitors quality and productivity. Assists with staffing and performance management. Decision impact schedules and unit productivity. Reports to Manager or Director level. 3 Senior Senior engineer, software developer or scientific professional. Applies mature technical and organizational knowledge to a broad range of complex tasks. Scope of work requires creative independent judgement. Acts as lead on projects. Typically requires bachelors in engineering, science or math and 4-6 years of experience. Manager Manage a department with reporting supervisors. May manage a function with no or few direct reports. Makes final decision on administrative, project management and operational matters. Actions directly impact department performance. Reports to director or executive level in smaller organizations. 4 Principal Principal engineer, software developer or scientific professional. Applies expert technical and organizational knowledge to highly complex tasks. Acts as technical authority in area of specialty and as lead on most assigned projects. Typically requires bachelors in engineering, scientific or math and 6-8 years of experience. Director Direct a broad department or more than one group with reporting managers and senior staff. Establish financial and operational goals. Decision have serious and long term impact on division and corporate earnings. Reports to VP or CEO. 5 Senior Principal Senior principal engineer, software developer or scientific professional. Applies extensive breadth and depth of knowledge in a field of specialization. Acts as a foremost technical authority and a senior leader on programs and projects. Typically requires bachelor s degree in engineering, science or math and over 8 years experience. Contact us at & regionalsurveys@archbright.com Page 10