HRA-NCA 2014 Compensation Survey Launch Presentation

Transcription

HRA-NCA Compensation Survey
Launch
September 11, 2014
The National Rural Electric Cooperative Association
Arlington, VA
1
Event Sponsor
2
Agenda
Welcome and Introductory Remarks
The Washington Region Market & Survey Overview
Overall Trends in Compensation
Trends in Government Contracting Compensation
Custom Queries and Data Cuts
Questions and Wrap Up
3
Deron Lehman, President, HRA-NCA
Welcome
4
Welcome
• HRA-NCA as an organization for you and
your career
• Benefits of membership in HRA-NCA
• Upcoming Chapter Events:
September 15th : Compensation Survey Webinar
September 17th : Career Management Program
October 1st : Job Seekers Group Meeting
October 7th : HRA-NCA Annual Compensation & Benefits Summit
• HRA-NCA’s new website
5
A New Look!
Copyright © 2014 HRA-NCA
6
Easier Access
Copyright © 2014 HRA-NCA
7
Pamela Smith, Director of Surveys
National Association of Home Builders
The Washington Region Market
and Survey Overview
8
Snapshot of the Washington Region
The
economy
is….
• Large
• Resilient
• Diverse
The
workforce
is….
•
•
•
•
Its
institutions
are….
• Entrepreneurial
• Innovative
• Diverse
Educated
Diverse
Occupationally concentrated
Highly compensated
Other 16.6%
Professional &
Business
23.0%
Finance &
Information
7.6%
Retail 8.6%
Leisure &
Hospitality
8.9%
State & Local
Government
10.3%
Source: “Greater Washington 2013 Regional Report”, Greater Washington Board of Trade
Federal
Government
12.8%
Education &
Health
12.3%
9
DELETE
How many Fortune
500® company
headquarters are in Greater Washington?
No. 13
No. 32
No. 59
No. 99
No. 122
No. 124
No. 174
No. 185
No. 219
No. 289
No. 443
No. 460
No. 477
No. 481
No. 495
Fannie Mae, Washington, DC
Freddie Mac, McLean, VA
Lockheed Martin Corporation, Bethesda, MD
General Dynamics Corporation, Falls Church, VA
Northrup Grumman Corporation, Falls Church, VA
Capital One Financial Corporation, McLean, VA
The AES Corporation, Arlington, VA
Computer Sciences Corporation, Falls Church, VA
Marriott International Inc., Bethesda, MD
Hilton Worldwide Holdings Inc., McLean, VA
Booz Allen Hamilton Holding Corporation, McLean, VA
Discovery Communications Inc., Silver Spring, MD
Host Hotels & Resorts Inc., Bethesda, MD
Gannett Co. Inc., McLean, VA
NII Holdings Inc., Reston, VA
Source: “Fortune 500 2014”, Fortune
10
Participants 2014
• 318 participants
o 71% repeat participants
o 97 government contractors
• Provided data on 86,133 Incumbents
• Participants had an average of 1,135 employees
and median of 195 employees
• Across 558 jobs
High participation levels and consistently high repeat
participation results in a robust and reliable data source for
assessing market competitiveness
11
Industry Profiles of Participants
By Respondents
Government Education
6%
Healthcare 3%
By Incumbents
Financial
Services
5%
4%
Healthcare
12%
Non-Profit
20%
Professional
Services
21%
Government
9%
Professional
Services
20%
Education
14%
Technology &
Science
14%
Association
18%
All Others
9%
Technology &
Science
21%
Non-Profit
8%
All Others
8%
Association
4%
Financial
Services
4%
12
Who Are Our Survey Participants?
Government
Contractors
For-Profit/
Non-GCs
Associations/
Non-Profits
97
120
101
Technology (35%) &
Professional Services
(37%)
Professional Services (23%),
All others (17%),
Education(13%), Financial
Services (13%)
Slightly more
Associations (53%)
than NFPs (47%)
Fairfax County
District
District
Less than $250M
(61%)
Less than $25M(26%)
$25M to $100M (24%)
Less than $100M
(86%)
1,655 avg
298 med
2,073 avg
340 med
168 avg
100 med
Exempt Population
(median)
95%
85%
95%
Multiple Sites
Throughout Region
68%
49%
16%
Increased Staff Levels
Last Year
41%
39%
52%
Turnover Levels
16%
13%
12%
Participant Attribute
Number of Participants
Predominant Industry
Classifications
Largest Job Site
Typical Revenue Size
Employee Size
13
Suzanne Goulden, Compensation Committee Member
American Society of Clinical Oncology
Compensation Practices
14
What Do Participants’ Compensation
Programs Look Like?
Compensation Program
Element
Government
Contractors
For-Profit/
Non-GCs
Associations/
Non-Profits
Aligned to Local and
National Market
National Market
National Market
88%
95%
95%
1.0%
7.0%
1.0%
5.5%
1.3%
5.0%
5 (61%)
5 (57%)
5 (70%)
20%
63%
4%
20%
65%
5%
20%
68%
5%
53% Budgeted
Median 0.5%
51% Budgeted
Median 1.4%
47% Budgeted
Median 1.0%
% of Staff Promoted
(median)
5.0%
5.0%
6.0%
Promotion % (median)
6.0%
8.8%
8.0%
Salary Budgets
% of Staff Receiving an
Increase in 2013 (median)
Lowest Granted (median)
Highest Granted (median)
Number of Performance
Ratings (prevalence)
Top Performers (median)
Middle Performers (median)
Low Performers (median)
2013 Promotions
15
What Do Participants’ Compensation
Programs Look Like? (cont.)
Compensation Program Element
Government
Contractors
For-Profit/
Non-GCs
Associations/
Non-Profits
Prevalence of Non-Cash Awards
10% received
13% received
6% received
Prevalence of Variable Pay
64% received
71% received
60% received
Discretionary (28%)
Non-Discretionary, based on
Ind. Performance (20%)
Discretionary (26%)
Shift Work Prevalence
29%
57%
7%
On-Call Pay Prevalence
9%
35%
4%
Referral Bonuses Eligibility
Prevalence & Range
64%
$600 - $1,500
53%
$500 - $1,000
47%
$500
Signing Bonuses Granted
Prevalence and Median Amount
42%
$4,344 or 8.3%
31%
$5,335 or 13.8%
26%
$6,237 or 3.3%
34%
21%
18%
Job Elimination (44%)
All Involuntary (43%)
Most Common Type of Variable
Pay
Retention/Completion Bonus
Program Prevalence
Severance Pay Prevalence
16
Pete Delate, Compensation Committee Member
Metropolitan Washington Airports Authority
Salary Budgets
17
Planned and Actual Salary Budgets for 2014
4.5%
4.0% 4.0% 4.0%
Median Planned
Salary Budget
Median Actual Salary
Budget
4.0%
4.0% 4.0% 4.0%
3.5%
3.3%
3.5%
3.0% 3.0%3.0% 3.0%
3.0%
3.0% 3.0% 3.0%3.0% 3.0%
2.5%
2.0%
Curious about 2015
planned budgets?
Participate in the Salary
Planning Survey!
18
Median Salary Growth vs. Salary Budget
3.5%
Median 2014 Salary Budget: 3.0%
3.0%
2.5%
2.0%
1.7%
1.3%
1.5%
1.0%
0.5%
0.0%
All Participants Salary Growth
2013-2014
Repeat Participants Salary
Growth 2013-2014
19
Eileen Taylor, Compensation Committee Member
Hyrebuzz, LLC
Salary Changes
20
Salary Changes by Job Family
Job Family
Warehousing & Manufacturing
Non-Profit
Human Resources
Trades, Crafts, & Labor
Media & Communications
Executive
Building & Facilities Maintenance
Information Technology
Biomedical & Lab Service
Accounting/Finance
Office Administration
Management Services & Research
Program/Project Management
Banking
Training
Engineering & Field Services
Customer Service & Product Support
Health Care
Marketing & Sales
Legal
Includes repeat participants only
# Jobs
5
11
15
5
14
14
10
53
6
31
15
16
14
5
5
18
5
15
7
10
Average
Inc/Job
153
89
88
115
86
35
188
148
92
144
379
172
196
69
78
163
67
441
61
138
2014 % Change in
Median Salary
5.6
3.7
3.6
3.5
3.4
3.3
2.7
2.0
1.9
1.8
1.8
1.7
1.7
0.9
0.5
0.3
-1.6
-1.7
-2.0
-2.1
2013 % Change
in Median Salary
4.9
3.5
1.9
1.0
1.0
2.3
3.2
2.3
1.4
2.1
2.7
2.6
1.6
4.2
3
2.3
7.4
1.4
-3.3
2.6
21
Salary Changes by Job Level
# Jobs
Average Inc/Job
2014% Change in
Median Salary
2013% Change in
Median Salary
Executive
14
35
3.3
2.3
Vice President
6
19
3.8
0.4
Director
25
55
3.3
4.7
Manager
51
52
3.4
2.0
Supervisor
20
25
3.5
3.5
Professional 5
15
101
1.7
1.8
Professional 4
22
176
3.5
3.4
Professional 3
67
136
-0.2
3.0
Professional 2
77
135
1.0
1.5
Professional 1
61
71
0.6
0.4
Staff 3
41
101
0.5
2.3
Staff 2
51
109
1.1
3.6
Staff 1
55
84
2.0
2.4
Job Level
22
Salary Changes by Industry
# Jobs
Average
Inc/Job
2014% Change
in Median Salary
2013% Change
in Median Salary
Association
218
12
4.3%
1.8%
Hospitality, Transportation, Services
49
13
4.2%
1.5%
Government
248
27
3.9%
1.8%
Publishing and Broadcasting
61
5
3.6%
1.8%
315
38
3.2%
2.1%
Technology and Science
295
26
3.0%
-0.9%
Telcom, ISP and Network Services
47
8
2.4%
5.0%
Financial Services
200
12
1.9%
5.1%
Education
264
29
0.2%
2.2%
Non Profit
259
21
-1.0%
2.9%
Health Care
124
76
-1.7%
0.8%
Industry
23
Challie Clemons, Compensation Committee Member
Short Term Incentives
24
Short Term Incentive – By Level
% Incumbents
Receiving
Average Target %
of Base
Actual % of
Base Awarded
Executive
19%
26.2
29.3
Vice President
22%
9.9
17.6
Director
20%
12.7
11.2
Manager
21%
8.8
9.2
Supervisor
16%
7.5
7.3
Professional 5
10%
10.7
8.0
Professional 4
14%
7.6
7.7
Professional 3
11%
5.5
6.5
Professional 2
8%
4.6
6.1
Professional 1
11%
4.1
4.4
Staff 3
12%
4.5
6.9
Staff 2
10%
4.3
5.6
Staff 1
5%
4.2
4.9
Job Level
25
Short Term Incentive – By Industry
% Incumbents
Receiving
Average Target
% of Base
Actual % of Base
Awarded
Financial Services
56%
13.6
13.3
Hospitality, Transportation, Services
14%
12.5
18.1
Technology and Science
11%
12.2
7.4
Other
3%
9.3
13.4
Manufacturing and Construction
47%
8.2
8.6
22%
7.2
6.7
Government
0%
5.6
--
Association
13%
5.5
5.7
Publishing and Broadcasting
22%
5.2
17.5
Non Profit
10%
2.8
4.4
Education
0%
0.0
--
Health Care
3%
0.0
0.5
Telecom, ISP and Network Services
0%
--
--
Industry
26
Pamela Smith, Director of Surveys
National Association of Home Builders
Where are we headed?
27
Where Are We Headed?
• Changes in compensation philosophy to address
rewards to due flat salary budgets.
• Increased Wage and Hour audits due to FLSA
revisions.
• Revision to classification of Independent
Contractors.
• Impact of minimum wage increase due to the Fair
Minimum Wage Act.
• Impact of ACA as it relates to the employer
mandate
28
Alan Chvotkin
Executive Vice President & Counsel
Professional Services Council
Renie Fellers, Compensation Committee Member
A-T Solutions, Inc.
2014 Trends in Government
Contracting Compensation
29
Overview
• Definition: 50% or more of firm’s revenue derived
from government contracts
• 97 organizations reported
• 458 jobs reported
• 37,786 employee salaries reported
• Aggregated trends; year-over-year comparison
30
Government Contractor Trends
• 156 jobs declined in pay, 219 went up (+/- more than 0.5%)
• 10.3% overall pay differential for government contractor
employees ABOVE federal employees (vs. 8.5% in prior
survey)
• 9.7% if we exclude “Executive” pay (vs. 7.8% in prior survey)
• Government Contractor “Executive” pay levels on average 68%
higher than federal employee counterparts (vs. 41% last year)
• Federal and contractor policies affecting contractor
compensation
31
Emerging Government Contracting
Compensation Trends
• Continued Federal austerity; increased competition for fewer
opportunities
• Gov’t continuing focus on contractor compensation policies,
awards and skills/pay match
• Gov't awards on lowest-price technically acceptable (LPTA)
drives race to bottom
• Gov't "dumbing down" required contract skills
• Affordable Care Act implementation contributing to challenge (for
cost reimbursement and SCA-covered contracts)
32
Government Contractor Trends
2013-2014 Changes in Median Pay by Job
Median Actual
Salary Budget,
All Orgs and
GCs: 3%
4.0%
3.0%
2.0%
1.7%
1.6%
All Survey
Organizations
Federal Government
2.0%
1.0%
0.0%
-1.0%
Government
Contractors
33
Sample Jobs – Median Comparison
Job Title
Fed Govt.
Median
HRA 2014
HRA 2014
GC
Chief Technology Officer
$131.0
$187.6
$187.6
Software Developer III
$69.4
$101.9
$102.1
HR Generalist III
$109.8
$88.8
$88.3
Social Worker (MSW/LCSW) II
$83.2
$60.5
$61.9
Accountant II
$52.1
$61.8
$61.8
Budget Analyst II
$52.1
$67.3
$60.4
34
Security Clearance Policies
• Surveyed at the organizational level
• 45% provide additional compensation to cleared
personnel (vs. 52%)
• 5% - 15% average differential in base pay
reported through all clearance levels (Secret
through TS/Poly), in Policies and Practices
section. (vs. 5% - 12%)
• 2013/2014 Gov't was timely processing security
clearance requests, much larger pool of existing
cleared personnel
35
Survey Trends – Security Clearance
Jobs
Compared
Average
Premiums
Incumbent
Weighted
Premium
Secret
78
5.8%
5.5%
Top Secret
79
12.8%
11.2%
Top Secret SAP
29
14.9%
14.7%
Clearance Level
36
Top Jobs – Top Secret Clearance
Job
2014 Premium
Contracts Administrator III
34%
Systems Analyst IV
28%
Corporate Security Administrator II
25%
System Administrator I
19%
Human Resources Manager
12%
Technical Writer/Editor II
6%
Software Developer III
5%
Network Security Administrator II
4%
37
Top Jobs – Top Secret/SAP Clearance
Job
2014 Premium
Corporate Security Administrator II
42%
Field Service Engineer IV
20%
Project Manager III (Technical Scientific)
16%
Systems/Electronic Engineer V
11%
System Administrator III
8%
Administrative Assistant III
8%
Information Systems Manager
7%
Systems/Electronic Engineer IV
7%
Systems/Electronic Engineering Director
-3%
38
Angelo Kostopoulos
Compensation Survey Administrator
CEO, Akron, Inc.
Online Query and Data
Customization
39
Questions & Wrap-Up
[Remember, Participate in 2015 Salary Budget Survey !]
40
Compensation Survey Committee
Volunteer Members
Pamela Smith, Director of
Surveys and Committee Chair
National Association of Home
Builders
Mike Kostrzewa, Ph.D.
Independent Consultant
Anna Liu, CCP
Navy Federal Credit Union
Survey Administration Team
•
•
•
•
Angelo Kostopoulos
Matt DePaso
Bryan Williams
Rhonda Stroman
Alan Chvotkin
Professional Services Council
Karen Uhlir, SPHR, CCP
Independent Consultant
Pete Delate
MWAA
Renie Fellers, CCP, GRP,
PHR
A-T Solutions, Inc.
Suzanne Goulden, PHR, CCP
American Society of Clinical
Oncology
Challie Clemons SPHR, CCP,
MBA
Eileen M. Taylor, SPHR
Hyrebuzz, LLC
Questions for any of the
committee members or the Akron
team can be submitted by e-mail
to [email protected]
Or, you may call Akron at
(202) 745-0400
41

HRA-NCA 2014 Compensation Survey Launch Presentation

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