1. Survey Comparables Survey Comparables & Proposal Costing Presented to NPELRA March 29, 2004 Bruce G. Lawson, CCP Fox Lawson & Associates LLC (602) 840-1070

2. Market Position Considerations in obtaining data Alternative survey analysis methods Sources of data Conducting custom surveys Survey data analysis

3. Reasons for Obtaining Data Pricing jobs Trend analysis Pay practices Special Purposes

4. Alternatives Purchased surveys Participate in sponsored surveys Custom third party surveys Conduct your own custom survey

5. Decision Factors Cost Time Reliability Confidentiality Availability

6. The Labor Market Local Regional National Industry Function Size Varies by level/job type

7. Conducting Surveys Select benchmark jobs Select organizations to be surveyedTypeSizeNumber Gather, review and verify information Analyze data and build model structure(s) Report results to participants

8. Selecting Benchmark Jobs Jobs should be matchable (Police Officer, Fire Fighter) Jobs should reflect large numbers of employees within the organization when possible Jobs should reflect a cross section of occupational groups or job families Jobs should cover all hierarchical levels within the the group of jobs under study Job should be clearly defined

9. Collecting Benchmark Data Data collection instrument should contain benchmark summaries for participants to reference in matching their positions to benchmark jobs Summaries should contain pertinent information and be concise –Level of job –Title of who the job reports to –Title(s) of who the job supervises, if applicable –One sentence duty statements reflecting job content –Education and experience requirements

10. How Many Surveys Purpose of the surveyDetermine structural pay practicePrice specific jobs/functions Organizational cultureMarket competitivenessInternal relationships Type of jobsBenchmark or non-benchmark Reliability of data

11. Survey Participants Organizations that compete with your organization for employees (recruit from, lose to, or directly compete for the same talent pool) Employers that reflect the general labor market(s) in which you compete for personnel

12. Participant Guidelines No less than 50% of the size of your organization No more than 200% of the size of your organization Organizations that serve similar populations (both in terms of size and community character) Organizations that have similar economic bases

13. Survey Participation Number of participants will depend on the number of labor markets and the number of jobs being surveyed Who are your competitors Consideration should be given to number of potential non-respondents Expect 50-70% participation rate

14. Survey Participation Minimum of 10 participants, although all jobs may not have 10 data points Under recent legal developments of Sherman Antitrust Act, at least 5 matches per benchmark are required for sufficient data to draw conclusions Survey output should be aggregated rather than showing individual organization data

15. Review of Data Review job match information –guidelines for matching job content is 70% (variation in duties will always exist, but if 70% or more of the job content is similar, the match is considered a good match) –two different titles should not be matched to one benchmark job, this produces unreliable results

16. Review of Data Review job match information (cont’d) –some practice applying a job-specific “adjustment” factor to increase or decrease market data based on perceived degree of match -- this should be used with discretion as it is subjective and cannot be factually defended –data can be “weighted” by organization if it is felt that the match is significantly better from one source than another

17. Review of Data Follow-up with participants on questionable matches or data, ask for their job description Look at titles, number of incumbents in job and salary rates reported for reasonableness Perform statistical analysis to determine ‘red flags’ in data reported (outlier analysis, t-test)

18. Analysis of Data Statistical measuresAverage (unweighted or weighted)Place in marketPercentile (25th, 50th, 75th) Updating or trending data to current timeline Adjustments for geographic differences Your position versus the marketJob to jobJobs by grade (Internal Equity) Structure to structure Overall trend comparison

19. Analysis of Data Regression AnalysisLine of best fit by job family or whole structure Predicts market pay rate corresponding to job evaluation levelProduces two values which are utilized in equation to calculate predicted pay rate, given a job evaluation rating

20. Analysis of Data Regression AnalysisBy plugging-in any job evaluation rating into the equation, the predicted pay for that level can be determined Pay rate = (job evaluation rating times the x-coefficient value) + constant value This predicted pay rate then becomes the anchor-point for new salary structure (i.e., midpoint of structure)

21. Valuing the Package Determine elements of total compensationBase pay Variable pay Benefits

22. Base Pay The results of the compensation survey will generally provide a baseline amount or percentage that you are off the market. Determine whether you are making offer based on average off the market or on a job by job basis Cost base pay adjustment by applying to current employee population data file

23. Variable Pay Determine what is included in the variable pay component of the contract including: -Skill based pay -Educational incentives -Shift differentials -Labor market premiums -Performance pay -Bonuses -Longevity

24. Variable Pay Cost out any anticipated increases in the variable pay components Total the costs for variable pay Calculate a percentage of total payroll based on the total dollars being spent

25. Benefits Determine which benefits are to be included in the total compensation mix. Typically, they will include: –Pay for time not worked (vacation, sick leave, holidays, bereavement leave, jury duty) –Insured benefits (medical, dental, life, disability) –Employer paid retirement contributions –Legally required payments (Social Security) –Other cash payments available to all employees

26. Benefits For insured benefits, total the premiums paid for all coverages and calculate a percentage of payroll for these benefits Pay for time not worked is more difficult Total the number of days available to all employees and multiply that by the hourly rate of the applicable employee (this can be a significant effort if you have a large number of employees) Add the amounts for all employees together to determine a total cost. Divide total by total payroll to calculate a percentage of payroll.

27. Determine Offer Value Total the dollar amounts for each of the three components (base pay, variable pay, and benefits) Divide that total by total payroll The result is the percentage cost