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2009 nafed compensation & benefits survey questionnaire
1.
© 2009 The
Management Association of Illinois Please Print: (This information will remain confidential and will not be re-distributed to any third parties.) Completed by: __________________________________________________ Organization: _____________________________________________________ Phone: ______________________________________________ Email: _________________________________________________________ Any systematic approach to sound salary and benefits administration requires complete, accurate and reliable survey data. It is your reporting that counts. Please complete this compensation and benefits questionnaire and return it by July 31, 2009, so that we may in turn provide you with the most reliable data possible. This survey is also offered online here: http://www.hrsource.org/olstart/olsite/index.cfm. Your userID/password are supplied on the cover letter included with this mailing, or call or email us to have it sent again. INSTRUCTIONS To make this survey the greatest value to you and to all other participants, please follow these instructions carefully: QUESTIONS 2 & 3: Please provide information for these two questions based on your location. This information is used to present data in different formats in the results. PAY PERIOD: Report salaries for the pay period nearest to July 1, 2009. REPORTING PAY: Base rates are defined as actual straight time pay. Do not include overtime premiums, shift differentials, bonuses or any other incentives or variable pay components. Straight time salaries are usually automatically adjusted when cost of living allowances (COLA) become effective, therefore, COLA adjustments should be included in the rates you report. JOB MATCHING Read the position descriptions carefully and compare to jobs in your organization. If responsibilities of jobs in the survey coincide with your positions by 70% or better, report data for the matched position. If jobs do not coincide with those in the survey by at least 70%, do not report data for that job. If an employee has responsibilities that could fit under more than one job, report their salary under the position where they spend the majority of their time. COMPLETED Questionnaires must be returned to The Management Association of Illinois, or participate online here: http://www.hrsource.org/olstart/olsite/index.cfm. Your userID/password can be found in the original cover letter that was sent to you. Please contact surveys@hrsource.org to have it resent via email. QUESTIONS? Contact Kristy Williams (ext. 252 or kwilliams@hrsource.org), Monica Zborowski (ext. 265 or mzborowski@hrsource.org), or Jean Hannon (ext. 238 or jhannon@hrsource.org) at The Management Association of Illinois (800) 448-4584. Conducted by: The Management Association of Illinois 1400 Opus Place, Suite 500, Downers Grove, IL 60515 (800) 448-4584 (630) 963-2800 FAX surveys@hrsource.org 2009 Compensation & Benefits Survey Questionnaire PERCENTAGE: SURVEYS:
2.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 2 Carefully read each question and choose the response that best matches your organization’s offerings or policies. Please select more than one answer, if applicable, only where indicated. SALARY INCREASES 1. Projected salary increases for July 2009 - June 2010: Exempt Management, Supervisory or Professional _______% Non-exempt Office/Technical _______% Hourly Service/Installers _______% DEMOGRAPHICS 2. Total number of employees: Full-time: __________ Part-time: _________ 3. Total sales revenue for the most recent fiscal year: $______________ RETIREMENT PLANS 4. What type of pension/retirement plan do you provide? (check all that apply) Defined Benefit Plan (traditional Pension plan) 401(k) Simplified Employee Pension (SEP) Plan Deferred Profit Sharing Plan Money Purchase Benefit Plan Other Defined Contribution Plan _________________ No plan provided (skip to #13) Defined Benefit Plan (if no Defined Benefit Plan, skip to #9) 5. Is your plan fully funded: Yes No 6. What is the formula for calculating retirement payments for a Defined Benefit Plan? Final average pay Career average pay 7. May employees make additional voluntary contributions (excludes 401(k))? Yes No 8. Is your retirement savings plan tied to Social Security benefits? Yes No
3.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 3 Defined Contribution Plan (if no Defined Contribution Plan, skip to #13) 9. What is the contribution based on: Percent of base salary Match, based on employee contribution Discretionary contributions 10. How soon may employees participate? Immediately After first quarter or 90 days After six months One year More than one year 11. What is the vesting schedule? 100% immediately Graded vesting, 100% by 6 years Graded vesting, 100% by 5 years Cliff vesting, 100% by 3 years Other 12. Is there an extension of group medical benefits offered to retirees where premiums are at least partially paid by company? Yes, all employees Yes, top management only No LIFE INSURANCE 13. When do your employees become eligible for life insurance coverage? Immediately After one month After two months After three months After probationary period Life Insurance not offered (skip to #18) 14. What percentage of the premium for life insurance is paid by the company? _____%
4.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 4 15. How is the amount of insurance determined? Flat dollar amount $____________ 1 times annual salary 1½ times annual salary 2 times salary Other salary formula Varies by job classification 16. What coverages are included in the life insurance program? (check all that apply) Accidental Death/Dismemberment Travel/Accident Insurance continuance beyond retirement 17. Do you offer supplemental life insurance? Yes No MEDICAL INSURANCE 18. When do your employees become eligible for medical insurance coverage? Immediately After one month After two months After three months After probationary period Medical Insurance not provided (skip to #23) 19. Indicate the type of coverage offered (check all that apply) Employee Dependent Coverage Coverage Indemnity (fee-for-service) PPO HMO POS (point of service) Dental Vision 20. What percentage of the medical insurance premium is paid by the employer? _______% For employee’s (single coverage) _______% For dependent’s (family coverage)
5.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 5 21. Does your company have any type of cafeteria plan for paying insurance premiums, medical expenses and/or dependent care expenses with pre-tax earnings? Yes No (skip to #23) 22. Which type of accounts are included? (check all that apply) In-house health insurance premiums Employee paid components of medical, dental, vision care Dependent care (day care, pre-school, etc.) Other health insurance premiums Vacation buy/sell arrangements DISABILITY INSURANCE 23. Do you offer Short Term Disability insurance (a disability lasting not usually longer than six months) – include state mandated programs? Yes, fully insured plan Yes, self-insured plan No (skip to #26) 24. What is the maximum weekly benefit under the short-term plan? If flat amount $_______ If percent of pay ______% 25. What is the maximum number of weeks of paid benefits? ________weeks 26. Do you offer Long Term Disability insurance (a disability of a period generally ranging from six months to life) – include state mandated programs? Yes, fully insured plan Yes, self-insured plan No (skip to #29) 27. What is the waiting period before benefits are paid? _______weeks 28. What percent of salary is paid as a disability benefit? ________% 29. Do you provide long-term/elder care (nursing home) insurance? Yes No
6.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 6 SICK/PERSONAL LEAVE 30. How many paid sick/personal days per year do you provide to employees? ________ days 31. Under what conditions do you permit employees to use accrued sick/personal day pay? (check all that apply) Only used for employee illness/injury Death in family Doctor's appointment Personal business Additional vacation time Dental appointment Ill child Ill spouse Ill parent or in-law Ill domestic partner 32. Unused sick/personal leave time is: Canceled at the end of the year Paid for at the end of the year Carried over to the following year MATERNITY/FAMILY LEAVE 33. Number of weeks provided for paid maternity/disability leave:______ weeks 34. Number of weeks provided for unpaid maternity/disability leave: _______ weeks 35. Do you have a family leave policy? Yes No If "yes", please indicate number of weeks provided for unpaid family leave: ________ weeks HOLIDAYS 36. What is the total number of paid holidays your organization provides? (excludes personal days and vacation days) _______days 37. How many floating holidays do you provide? ______days ("Floating holiday" is defined as a paid day off not consistently assigned to a calendar holiday. Day may be pre- assigned by the employer or the employee may designate when the day will be taken).
7.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 7 VACATION 38. Please indicate the days of vacation earned for the years of service listed below. Number of Days Top Other Exempt Non-Exempt Years of Service Management Personnel Staff After 1 year _______ _______ _______ After 5 years _______ _______ _______ After 10 years _______ _______ _______ After 15 years _______ _______ _______ 39. Unused vacation is: Canceled Paid for at the end of the year Carried over to the following year TRAVEL & RELATED EXPENSES 40. What is the average mileage allowance for car travel? ______cents per mile 41. On what basis are employees reimbursed when traveling? Actual Costs Per Diem 42. Which business expenses are covered for your Sales & Service staff? (check all that apply) 100% Covered Not Coverage Partially Covered Auto - Company Owned Auto - Company Leased Lodging Telephone/Cellular Phone Entertainment Product Samples Laptop Parking Card Home Fax Machine Home Computer Other __________________________
8.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 8 TRAINING REIMBURSEMENT 43. Do you offer reimbursement for training or professional development? Yes No 44. Are other classroom expenses paid? Yes No 45. When is reimbursement made? At the start of the course At completion of the course or semester Half at start, remainder at completion Other ___________________ 46. What is the maximum reimbursement amount an employee can receive per year? $________ 47. Are employees permitted time off from work to attend classes? Yes, with pay Yes, without pay Only in special cases No PERSONNEL POLICIES & PRACTICES 48. Please indicate which of the following benefits are provided to employees: (check all that apply) Paid jury duty time Paid bereavement leave Employee assistance program Employee savings plan Financial planning Health club/on-site exercise facilities Credit union Legal counseling Loan for home/personal computer 49. How often are employees paid? Weekly Every two weeks Bi-monthly (twice per month) Monthly
9.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 9 50. Are management employees required to sign a non-compete/non-solicitation contract? Yes No 51. What is your normal introductory (probationary) period for new employees? None 30 days 60 days 90 days 180 days 52. Do you have a formal job evaluation plan in place? Yes No 53. Do you have written job descriptions? Yes No 54. Do you have an employee policy manual? Yes No 55. What is your organization's compensation policy? Stay even with area labor market Stay ahead of area labor market Stay below area labor market Stay even with industry pay practices Stay ahead of industry pay practices Stay below industry pay practices No formal policy 56. What types of salary increases are granted to employees? (check all that apply) Merit Automatic Progression General Cost of Living Length of Service
10.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 10 57. What type of incentive systems do you currently have in place? (check all that apply) Individual incentives Small group/team incentives Organization specified goal bonus Discretionary bonus Profit sharing Spot awards Key contributor plan None 58. Do you link pay to performance appraisal? Yes No 59. What type of performance appraisal plan do you use? Management by Objectives (MBO) Forced Choice Questionnaire Narrative Analysis Behaviorally Anchored Rating Scales (BARS) No formal plan 60. What is your benchmark date for conducting performance appraisals/salary reviews? Anniversary Fiscal year end Other fixed date 61. What was the total number of separations in 2008 (include voluntary and involuntary terminations, but exclude job eliminations, reductions-in-force, long-term absences or departures of temporary staff)? __________ 62. What was the average number of employees on the payroll in 2008? __________ 63. Do you have a formal severance pay policy? Yes, same for exempt and nonexempt employees Yes, different policy for exempt and nonexempt employees No formal policy (skip to #66)
11.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 11 64. The formal severance policy for exempt employees is based on: Flat amount ($____________) Management discretion 1 week per year of service 2 weeks per year of service 3 weeks per year of service More than 3 weeks per year of service 65. The formal severance policy for nonexempt employees is based on: Flat amount ($____________) Management discretion 1 week per year of service 2 weeks per year of service 3 weeks per year of service More than 3 weeks per year of service BENEFITS OVERVIEW 66. What is the average percent of salary that is allocated to benefits? (Benefits above base salary – include all voluntary and mandated benefits) _____________% 67. Total company payroll expense (wages and benefits) as a percent of total revenue (most recent fiscal year) _____________% PART-TIME EMPLOYEES 68. How do you determine pay levels for part-time employees: Pay is determined by pay structure minimums and maximums Pay is based on differential applied to full-time salary Market pricing Other 69. What is the minimum number of hours per week that part-time employees are required to work to qualify for: Prorated/Reduced benefits: __________ hours/week Full benefits: __________ hours/week Benefits not provided to part-time employees.
12.
2009 Compensation &
Benefits Survey © 2009 The Management Association of Illinois 12 70. Check ( ) the box(es) which best describes your part-time benefit policy: Prorated/ Reduced Benefit Full Benefit Life Insurance Health Insurance Dental Insurance Vision Insurance Short Term Disability Long Term Disability Tuition Reimbursement Paid Holidays Paid Vacation Paid Sick/Personal days Employee Assistance Program
13.
2009 Compensation &
Benefits Survey JOB DESCRIPTIONS © 2009 The Management Association of Illinois 13 EXECUTIVE 100 OWNER/CHIEF EXECUTIVE OFFICER Determines the basic objectives of the company; formulates plans and policies and allocates resources for the achievement of these objectives. Establishes or interprets and applies policies established by the owner(s) of the enterprise or their representatives (Board of Directors, Trustees, etc.). Exercises controls to see that objectives are achieved in accordance with basic organization policy. Fully accountable for the results of the activity of the company. 101 CHIEF OPERATING OFFICER Directs and coordinates the activities of the line and staff components of the company toward the achievement of established objectives. Is accountable for the full range of operations, providing guidance and analyzing and appraising the effectiveness of all operations. Acts as Chief Executive in the absence of the Chief Executive Officer. This position reports to Owner/Chief Executive Officer. If your Chief Operating Officer is also your CEO, please report position under CEO only. SALES 200 VICE PRESIDENT OF SALES Responsible for the entire range of marketing planning and development, sales promotion, and sales activities. Formulates, recommends, and implements policies and programs in the areas of sales, pricing, market and product or service acceptance research, and related activities. May also have responsibility for customer relations or advertising. 201 SALES MANAGER Supervises sales personnel in designated territories. Implements campaigns to secure sales and realize full market potential. Guides sales representatives in and personally promotes and secures new major and important accounts. Supervises and reviews preparation of quotations, installations, warranty service obligations, and other details, such as terms of sales and delivery dates, to ensure conformance with marketing policies. 202 OUTSIDE SALES REPRESENTATIVE Promotes, sells, and secures new business, including important and major accounts. Develops new territories and industries, and fulfills market potential of customers and product line acceptance. Demonstrates products or services, and assists prospects in the selection of those best suited to their needs. Familiarizes established accounts with new products or services and developments. Prepares documents, such as price quotations, terms of sales, delivery dates, and service obligations. Writes orders, subject to approval. Investigates and notifies company of competitive products, promotional sales, selling techniques, pricing, warranties, and marketing policies. 203 INSIDE SALES REPRESENTATIVE Interprets customer requirements from written or verbal inquiries. Performs telemarketing activities. Matches customer requirements with products and services. Determines possible alterations to standard products and services to meet customer requirements. Advises customers of advantageous changes to their order. Furnishes product information as required. Arranges for consultations with customers when necessary.
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2009 Compensation &
Benefits Survey JOB DESCRIPTIONS © 2009 The Management Association of Illinois 14 SERVICE 204 CUSTOMER SERVICE REPRESENTATIVE Responds to customer inquiries regarding product selection, placement of orders for standard products and services, requests for prices and quotations, and complaints. Expedites orders and requests for literature. Analyzes individual solutions and takes appropriate action to ensure that customer needs are met. Processes customer orders and issues credits. Accesses, updates, and maintains records for individual accounts. 300 FIELD SERVICE MANAGER Supervises the activities of field service technicians engaged in performing installations, maintenance, and repair of a full range of company products. Plans and maintains the flow of work in the department, accommodating priority items. Reviews and evaluates activity reports, and investigates recommendations concerning changes to company products made by customers or technicians. Performs normal supervisory functions. 301 SHOP SERVICE MANAGER Supervises the activities of inside service technicians engaged in performing repair of a full range of company products. Plans and maintains the flow of work in the department, accommodating priority items. Reviews and evaluates activity reports, and investigates recommendations concerning changes to company products made by customers or technicians. Performs normal supervisory functions. 302 PORTABLE SERVICE TECHNICIAN Performs repair and service assignments involving portable products. Checks operation of products to meet individual requirements or in relation to entire system involved. Diagnoses and determines cause of problems, makes corrections, or replaces units as necessary. Discusses operating results with customer representatives and equipment supplier representatives, requiring tact and diplomacy in determining solutions to problems and basis on which corrections are made. Makes recommendations concerning changes to company products, improvements, or installations, based on findings. 303 PRE-ENGINEERED SYSTEM SERVICE TECHNICIAN Performs repair and service assignments involving pre-engineered systems. Checks operation of products to meet individual requirements or in relation to entire system involved. Diagnoses and determines cause of problems, makes corrections, or replaces units as necessary. Discusses operating results with customer representatives and equipment supplier representatives, requiring tact and diplomacy in determining solutions to problems and basis on which corrections are made. Makes recommendations concerning changes to company products, improvements, or installations, based on findings. 304 ENGINEERED SYSTEM SERVICE TECHNICIAN Performs repair and service assignments involving engineered systems. Checks operation of products to meet individual requirements or in relation to entire system involved. Diagnoses and determines cause of problems, makes corrections, or replaces units as necessary. Discusses operating results with customer representatives and equipment supplier representatives, requiring tact and diplomacy in determining solutions to problems and basis on which corrections are made. Makes recommendations concerning changes to company products, improvements, or installations, based on findings.
15.
2009 Compensation &
Benefits Survey JOB DESCRIPTIONS © 2009 The Management Association of Illinois 15 SERVICE 305 ALARM SERVICE TECHNICIAN Performs repair and service assignments involving alarm systems and products. Checks operation of products to meet individual requirements or in relation to entire system involved. Diagnoses and determines cause of problems, makes corrections, or replaces units as necessary. Discusses operating results with customer representatives and equipment supplier representatives, requiring tact and diplomacy in determining solutions to problems and basis on which corrections are made. Makes recommendations concerning changes to company products, improvements, or installations, based on findings. 306 PRE-ENGINEERED SYSTEM INSTALLER Performs installations of pre-engineered systems. Checks operation of products to meet individual requirements or in relation to entire system involved. Provides onsite training to customer representatives as needed. Makes recommendations concerning changes to company products, improvements, or installations, based on findings. 307 ENGINEERED SYSTEM INSTALLER Performs installations of engineered systems. Checks operation of products to meet individual requirements or in relation to entire system involved. Provides onsite training to customer representatives as needed. Makes recommendations concerning changes to company products, improvements, or installations, based on findings. 308 ALARM SYSTEM INSTALLER Performs installations of alarm systems. Checks operation of products to meet individual requirements or in relation to entire system involved. Provides onsite training to customer representatives as needed. Makes recommendations concerning changes to company products, improvements, or installations, based on findings. 309 FIRST AID EQUIPMENT SALES & SERVICE TECHNICIAN Visits assigned customer locations, inventories first-aid products and equipment, and restocks as needed. Checks operation of equipment. Diagnoses and determines cause of problems, makes minor corrections, or replaces units as necessary. Makes recommendations concerning changes to company products, improvements, or installations, based on findings. Determines possible alterations to standard products and services to meet customer requirements. Advises customers of advantageous changes to their order. 310 SHOP TECHNICIAN Tests, calibrates, and repairs various equipment and products sent in for warranty or repair work. Analyzes malfunctions and determines necessary steps to repair equipment. May determine warranty status. Prepares reports and records on calibration, inspection, testing and repair activities. GENERAL OFFICE 400 CONTROLLER Responsible for all accounting activities, including budget, financial forecasting, statistical reports, audits, tax activities, etc. Formulates and recommends policies on banking, receipt and disbursement of funds, extension of credit, and fiscal and accounting matters. Responsible for development of standard accounting, analysis and reporting procedures, and exercise of overall financial control.
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2009 Compensation &
Benefits Survey JOB DESCRIPTIONS © 2009 The Management Association of Illinois 16 GENERAL OFFICE 401 ACCOUNTS RECEIVABLES CLERK Prepares customer invoices and mail. Matches payments with shipping documents, inputs payments, and reconciles accounts. Records interest charges and refunds. Prepares late notices, and contacts customers regarding past-due accounts. Maintains customer files and records. Generates standard reports. Performs miscellaneous bookkeeping duties as required. 402 OFFICE MANAGER Assumes direct responsibility for administrative departments. Supervises billing and/or sales support functions as required. Implements and follows through on general office policies. Confers with office personnel regarding the purchasing of office equipment, systems, procedures affecting more than one department, and the hiring and transferring of employees and office salary structure. Prepares payroll tax returns and performs payroll accounting for the company as required. Maintains retention schedule for company records. Performs normal supervisory functions. 403 GENERAL CLERK Performs routine duties requiring the use of a variety of forms, reports, or procedures. Enters data, prepares reports and verifies accuracy. Maintains company records. Performs miscellaneous clerical duties such as filing, typing, sorting, or photocopying. May act as receptionist. Exercises some judgment to make decisions following clearly prescribed standard practices.
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2009 Compensation &
Benefits Survey JOB DATA © 2009 The Management Association of Illinois 17 JOB CODE/TITLE (see Job Descriptions starting on page 13) AVERAGE BASE SALARY AVERAGE ANNUAL BONUS/CASH INCENTIVE TOTAL # OF EMPLOYEES NORMAL HOURS PER WEEK RATE REPORTED IS: H = Hourly W = Weekly M = Monthly A = Annually 100 Owner/CEO 101 Chief Operating Officer 200 Vice President of Sales 201 Sales Manager 202 Outside Sales Representative 203 Inside Sales Representative 204 Customer Service Representative 300 Field Service Manager 301 Shop Service Manager 302 Portable Service Technician 303 Pre-engineered System Service Technician 304 Engineered System Service Technician
18.
2009 Compensation &
Benefits Survey JOB DATA © 2009 The Management Association of Illinois 18 JOB CODE/TITLE (see Job Descriptions starting on page 13) AVERAGE BASE SALARY AVERAGE ANNUAL BONUS/CASH INCENTIVE TOTAL # OF EMPLOYEES NORMAL HOURS PER WEEK RATE REPORTED IS: H = Hourly W = Weekly M = Monthly A = Annually 305 Alarm Service Technician 306 Pre-engineered System Installer 307 Engineered System Installer 308 Alarm System Installer 309 First Aid Equipment Sales & Service Technician 310 Shop Technician 400 Controller 401 Accounts Receivable Clerk 402 Office Manager 403 General Clerk
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