Compensation Survey Participation and Job Matching Seminar

HRA-NCA Compensation Survey Committee

February 24, 2011George Washington University

Agenda

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Seminar Kick-OffRaShaun Clark, President of HRA-NCA

• Welcome• Objective for Today’s Seminar• Benefits of Membership• HRA-NCA Annual Call to Office• Next Chapter Event: “Tools of Engagement:

Managing and Motivating the Next Generation”, March 9, 2011

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Survey OverviewAnna Liu, Survey Committee Member, Navy Federal Credit Union

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Survey Overview• Comprehensive resource for any HR

practitioner• The 2010 (31st) edition:

– 336 survey jobs across 26 families– 341 participants reporting 72,051 incumbents – 71% repeat participants– Frequently quoted in national and regional news

publications including the Washington Post and the Washington Business Journal

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Why Use the HRA-NCA Survey?• Represents the 4 “Rs” of Survey Selection

– Reliable/Reputable• Professionally tended• Quality reviewed

– Relevant/Representative • Industries• Jobs• Geographic market

– Reproducible• Consistency of output/results

– Recent• Conducted annually

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Other Survey Features• Executive summary including trending analysis • Federal data section provided by Office of Personnel

Management (OPM) and mapped to HRA-NCA Survey jobs• Special Government Contractors cut available for purchase• 18 Compensation Policies/Practices Topics

Pay Increase Budgets Salary Structure Retention/Completion Bonuses

Pay Increase Practices Signing Bonuses Non-cash Performance Awards

Employee Turnover Security Clearance Job Evaluation Practices

Variable Pay Compensation Philosophy Employee Referral Bonuses

Shift Differentials On-Call/Standby Practices Comp Function Organization

Severance Pay Hours Worked, Overtime Performance Management

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Even Better in 2011!

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Features of the 2011 Survey• New Job Architecture

– Each survey job is now defined as a unique combination of a job family, job track and career level

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Features of the 2011 Survey

• New Job Track– Cybersecurity

• Expanded Job Families/Tracks– Executive– Communications– Training– Non-Profit– Research (Scientific & Social Science/Policy)

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Participation Tips &Job Matching

Erika Johnson, Survey Committee Chair, Towers Watson

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Survey Participation in 5 Easy Steps

Step 1: Prepare and Review Key Dates• Set aside time to complete survey • Decide reporting method – web or Excel• Gather position descriptions or consult with

managers and supervisors to understand job content

• Review last year’s submission• Participation deadline: April 29• Early Bird: March 18• Effective date of salary information: 2/1/2011

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Survey Participation in 5 Easy StepsStep 2: Complete/Update Your Company Profile and

the Policy/Practices Section• Log-in to Survey Portal• Complete Company Profile• For policy/practice questions, a reasonable estimate

or typical answer may suffice• Provide an explanation of your answer if necessary• If you have practices that vary by location or

department/unit, provide data on the one that applies to the greatest number of employees in the Washington, DC market area

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Survey Participation in 5 Easy Steps

Step 3: Review Useful Links & Job Matching Documents– Participation Instructions

• Full-time or FTE positions to be reported• Method of reporting salaries (actual vs.

average)• How to report multiple job sites• Exclude employees outside the

Washington area

– Matching Tools• Detailed Listing of Jobs & Job Descriptions• Matrices of Jobs by Job Family, Track and

Level• Cross-Reference Lists

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Survey Participation in 5 Easy Steps

Step 4: Map Your Jobs/Match Your Jobs– If applicable, map last year’s job matches to jobs in the 2011

survey using the “Cross-Reference” tool– Match new jobs to Job Family and Track

• Identify fundamental nature of work (HR, Legal etc.) and using the 75% rule, determine most appropriate track by comparing the survey descriptors with your own job descriptions

– Determine career level by comparing:• Typical education/years of experience required.

• Level of complexity

• Supervision received vs. independence

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Matching Process: Using the Mapping Tool

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Matching Process: New Positions

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Survey Participation in 5 Easy Steps

Step 5: Gather Data, Do a Quality Check, & Provide Comments

• Try to match as many jobs as possible and as many data fields as possible

• Before you submit, quality check your work– No duplicates– Consistency

• Please complete the Comments and Suggestions section– We value your feedback; the Committee uses your

feedback to guide future additions or changes to the survey

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Exercise 1: Sample Organization Job

• • • • • •

Program Coordinator in an Association The Program Coordinator will be responsible for coordinating and managing the Career Center, including vendor interaction, budgeting, usage reporting, program development and service enhancement, marketing and development, and customer assistance; organizing the on-site interview service at the Association Annual Meeting; coordinating classified job advertisements in the Bulletin and reviewing  daily online postings; fostering participation in the International Volunteer Services program, facilitating donations and volunteers, and other administrative duties as needed; managing the web presence of the Career Center and International Volunteer Service program; and assisting the Director and Sr. Director on various projects and activities as needed.

Minimum Requirements: Two years related experience; preferably in an association setting (experience with volunteer programs/development/ fundraising desired); Bachelor’s degree.

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Exercise 1: Which Job Family is most likely to contain a match?

• • • • • •

A. Non-Profit Family As an association job, this is the most likely job

family

B. Program/Project Management Family This family, while found in many organizations, is

more often found in the for-profit sector and would reflect individuals applying project management skills as their primary job duty

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Exercise 1: Which Job Track is most likely to contain a match?

• • • • • •

A. Advocacy

B. Development

C. Grant Management

D. Member Services Because the job’s core duties are to provide services to the

Association’s members, this is probably the best matchE. Program Services

~ Another good match, but ultimately the programs are designed to service the Association’s members, therefore, we believe that Member Services gains the edge as the best match

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Exercise 1: Which Career Level reflects the most accurate match?

• • • • • •

A. Manager

B. Specialist II (P2)? Duties appear consistent with this level

C. Specialist I (P1)? Experience appears consistent with this level

D. Representative II (S2)

E. Representative I (S1)22

Exercise 1: Answer

• • • • • •

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Your Job

Program Coordinator in an Association

Survey Job

Member Services

Specialist II(Non-Profit,

Member Services, Professional Level

2)

Exercise 2: Sample Organization Job

• • • • • •

Software Analyst for Software Development CompanyProvide analytical/technical support in the identification, evaluation, development, testing and implementation of software and related processes. Configure and develop software functions. Identify opportunities for improving software functionality and performance by working with customers and architecture resources. Analyze functional design and overall application technical design. Contribute to support documentation, user acceptance and validation testing, training, deployment, and post-deployment activities for each software release.Design and develop software interfaces for other automated systems.  

Minimum Requirements: B.S. in Computer Science, Engineering or related discipline is required. 4 years of experience in the configuration, development, and support of software in the pharmaceutical, biotechnology or related industry. Experience with full software development life cycle, requirements analysis, design, implementation, test, and documentation. Strong analytical, problem-solving, and technical skills to develop practical solutions to business problems are essential.

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Exercise 1: Which Job Family is most likely to contain a match?

• • • • • •

A. Software & Systems Development This type of title can be found in different

technology families, but as this is a job in a company specializing in software development for sale to customers, this job family is more likely to contain a relevant job track

B. Information Technology & Computer Operations

This family is more appropriate for internal, enterprise technology jobs

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Exercise 1: Which Job Track is most likely to contain a match?

• • • • • •

A. Software Development Though the job has elements of QA and Consulting,

the core duties suggest that development is the primary duty

B. Software Quality Assurance

C. Information Technology Consulting

D. Internet Applications Development26

Exercise 1: Which Career Level reflects the most accurate match?

• • • • • •

A. Software Developer I (P1)

B. Software Developer II (P2) Experience and duties consistent with this level

C. Software Developer III (P3)

D. Software Developer IV (P4)

E. Software Developer V (P5)

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Exercise 2: Answer

• • • • • •

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Your Job

Software Analyst for Software Development

Company

Survey JobSoftware

Developer II(Software &

Systems Development,

Software Development,

Professional Level 2)

Survey Portal &Data Submission

Angelo Kostopoulos, Survey Administrator, Akron, Inc.

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Accessing & Using the Portal

• Log-in• Profile• Useful Links• Practices Section• Job Matching Tools• Job Matching/Salary Reporting• Comments• Submission

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Wrap-UpErika Johnson, Survey Committee Chair, Towers Watson

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Benefits Survey Offering

• In-depth coverage of 22 health, welfare and work-life topics

• Featured in 2011 edition will be a special section on Healthcare Reform Legislation

• Excellent companion to the Compensation Survey – together, the surveys provide you with the Total Rewards picture for the local area

• Bundled pricing available when purchasing both the Compensation and Benefits surveys

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Questions?

Compensation Survey Committee

Volunteer Members• Sonya Lee, Director of Surveys and HRA-NCA

Board Member• Erika Johnson, Chair, Compensation Survey

– Towers Watson• Alan Chvotkin, Partner

– Professional Services Council• Suzanne Goulden

– American Society of Clinical Oncology• Anna Liu

– Navy Federal Credit Union• Mike Kostrzewa

– YRCI, Inc.• Katrina Sharpe

– SAIC• Pamela Smith

– National Association of Home Builders• Karen Uhlir

– BAE Systems

Survey Administration Team• Angelo Kostopoulos, Akron, Inc.• Rob Case• Gloria Gallo• Madeline Fleckenstein• Dave Sturtevant• Bryan Williams

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Questions for any of the committee members or the Akron team can be

submitted by e-mail to survey@akron.net

Or, you may call Akron at(202) 745-0400