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HRA-NCA Compensation 2009 September 2, 2009 • Washington, DC PowerPoint Presentation
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HRA-NCA Compensation 2009 September 2, 2009 • Washington, DC

HRA-NCA Compensation 2009 September 2, 2009 • Washington, DC

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HRA-NCA Compensation 2009 September 2, 2009 • Washington, DC

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  1. HRA-NCA Compensation 2009 September 2, 2009 • Washington, DC

  2. Compensation 2009 Welcome Cynthia Ward President, HRA-NCA

  3. HRA-NCA Survey History • Mission of HRA-NCA • To promote the exchange of ideas and practices and the development of mutual assistance among Human Resource professionals • 30th Edition of HRA-NCA Compensation Survey • Government Contractors Survey – Partnership with Professional Services Council (PSC) • Benefits Survey - Partnership with WACABA and WEB

  4. JOIN HRA-NCA! Our Members receive discounts on HRA-NCA survey products. www.hra-nca.org

  5. 2009 Compensation Survey Cara Carter Compensation Survey Chair, HRA-NCA Compensation Manager, BAE Systems

  6. Agenda • 2009 Benefits Survey • George Lane, Principal, Mercer CompanyChair of Benefits Survey • 2009 Compensation Highlights • Mike Kostrzewa, PhD, HR Director, YRCI • Trends in Policies & Practices • Suzanne Goulden, Senior Manager, Compensation and Benefits, American Society of Clinical Oncology • Government Contractor Compensation Highlights • Alan Chvotkin, Executive Vice President & Counsel, Professional Services Council • Online Survey Query Tool • Angelo Kostopoulos, AKRON, Inc. • Questions and Answers

  7. Compensation Committee Members • Jesse Cantrill, Cantrill & Moyer • Cara Carter, Committee Chair, BAE Systems • Alan Chvotkin, Professional Services Council • Suzanne Goulden, American Society of Clinical Oncology • Erika Johnson, Watson Wyatt Worldwide • Michael Kostrzewa, PhD, YRCI • Anna Liu, Navy Federal Credit Union • Sonya Ousley Lee, SES-Americom • Dave Sturtevant, AKRON Team • Angelo Kostopoulos, AKRON Team

  8. 2009 Benefits Survey George Lane HRA-NCA Chair of Benefits Survey Principal, Mercer

  9. The Benefits Survey Overview • 265 respondents (63% repeat participation) • Includes: • Health (medical, dental, vision, CDH) • Welfare (FSA, life insurance, disability insurance) • Work-Life – (leave, tuition assistance, telecommuting, work environment, health and wellness) • Retirement – (defined contribution, defined benefit) • Survey Results available at: • http://survey.akroninc.net/hrancaportal

  10. Fringe Rates

  11. Medical – Plan Financials What was the FINAL percentage change in your 2009 plan costs? Weighted average of percent change in plan rates (increases, decreases, and no change), weighted by number of employees was 4.9%

  12. Medical – Plan Financials Which of the following actions did you take in response to 2009 plan rate changes?

  13. Work Life Benefits - PTO Percent of Employers who have a PTO Policy

  14. Work Life Benefits - PTO What types of leave are replaced by PTO?

  15. 2009 Compensation Survey Survey Highlights from Job Data Mike Kostrzewa, PhD YRCI

  16. Topics • Participants • Several Year-to-Year Comparisons • Senior HR Jobs • Job Families • Individual Jobs • New Hire Rates • Variable Pay

  17. Participants - 2009 • 324 Participants • Representing 349,936 employees • Provided data on 77,752 Incumbents • Across 337 jobs • 69% Repeat participants • Average EEs – 1068, Median EEs – 210

  18. Participants - 2009

  19. Participants - 2009

  20. Year-to-Year Comparisons • Survey includes 3 types of year-to-year comparisons: • Pay increase budgets • Actual pay increase to employees • Year-to-year change to average and median of each job

  21. Representative HR Positions-Repeat

  22. Change in Median by Job Family-Repeat Incumbent-weighted average of the median change increased by 3.5%

  23. Change in Median by Job Family-Repeat

  24. Percentage of Jobs Reporting Median Increases & Decreases

  25. Changes in Median – Widely Held Jobs

  26. New Hire Rates

  27. Short Term Incentive STI was reported on 305 of 337 positions (91%)

  28. 2009 Compensation Survey Compensation Policies and Practices Suzanne Goulden American Society of Clinical Oncology

  29. Compensation Policies and Practices Surveyed in 2009

  30. Budgeted Pay: Average Pay Increase Budgets are significantly lower for all employee groups in 2009

  31. What was the actual average pay increase last year?

  32. Signing Bonus • Drop in use as seen in previous survey • Amounts have remained relatively consistent with prior years

  33. Severance Pay

  34. Hours Worked and Overtime

  35. Salary Structure

  36. The Compensation Function

  37. Target Compensation Philosophy

  38. Performance Management

  39. 2009 Government Contractors Compensation Survey Alan Chvotkin Executive Vice President & Counsel Professional Services Council

  40. Overview • Definition: 50% or more of firm’s revenue derived from government contracts • 101 organizations reported • 302 jobs reported • 27,323 employee salaries reported • Voluntary responses, but best that exists • Aggregated trends; year-over-year comparisons

  41. Survey Trends 2008-2009 Year-over-year changes in median pay

  42. Survey Trends 2008-2009 Year-over-year changes in median • 62 jobs declined in pay, 185 went up (+/- more than 0.5%) • 4.4% overall pay differential for government contractor employees ABOVE federal employees (vs. 6.3% in prior survey) • 3.0% if we exclude “Executive” pay (vs. 4.9% in prior survey) • Government Contractor “Executive” pay levels on average 54% higher than federal employee counterparts

  43. Security Clearance Policies • Surveyed at the organizational level • 51% provide additional compensation to cleared personnel • 3% - 13% average differential in base pay reported through all clearance levels (Secret through TS/Poly), in Policies and Practices section.

  44. Survey Trends - Security Clearance

  45. Survey Trends - Security Clearance • Further analysis shows that some jobs with security clearances consistently have higher pay rates than others, when looking at a number of parameters: • Number of respondents • Number of employees • Level of clearance • Type and level of job • Trends – Higher pay is evident in: • Highest levels in job family (Senior-level jobs) • Highest security levels (TS vs. Secret)

  46. Top Jobs – Top Secret/SAP

  47. Top Jobs – Top Secret

  48. 2009 Compensation Survey Online Query Tool Angelo Kostopoulos AKRON, Inc.

  49. Cynthia Ward Vice President Market Services Lee Hecht Harrison cynthia.ward@lhh.com (202) 942-0431 George Lane Principal Mercer George.Lane@marsh.com (202) 263-7847 Alan Chvotkin, Esq. Executive Vice President and Counsel Professional Services Council chvotkin@pscouncil.org www.pscouncil.org (703) 875-8059 Cara Carter Compensation Manager BAE Systems cara.carter@baesystems.com 703-668-4361 Suzanne Goulden Senior Manager, Compensation and Benefits American Society of Clinical Oncology Suzanne.Goulden@asco.org (571) 483-1464 Mike Kostrzewa, Ph.D. Director, Human Resources YRCI mkostrzewa@YRCI.com (703) 995-9615 Angelo Kostopoulos AKRON, Inc. akostopoulos@akroninc.net (202) 745-0400