美世的总体薪酬研究

April14,2004TotalCompensationStudyMarketReviewofSalariesandBenefitsSummaryofFindingsMercerHumanResourceConsulting2AgendaKeyProgramObjectivesMarketAnalysisCompetitiveAssessmentofPayPracticesReviewofPayPlanDesignJobGradingProcessOtherPayProgramsandPracticesReviewedbyMercerCompetitiveAssessmentofBenefitsObservationsandRecommendationsMercerHumanResourceConsulting3KeyProgramObjectivesAscertainthecompetitivenessofMetro’ssalariesandbenefitsrelativetodefinedmarketsReviewthecurrentpayprogramdesignandmethodologyrelativetobestpracticesReviewtheexistingpayprogramsofotheraffiliatedagencieswithintheMetrosystemforsoundnessandeffectivenessRecommendchanges,whereappropriate,toimprovethecompetitivenessandsoundnessofthecompensationprogramcomponentsrelativetobestpracticesAssistincommunicatingandpresentingtheresultstoensureunderstandingthroughoutMetroMercerHumanResourceConsulting4MarketAnalysisMethodologyAseriesofjobsweremarketpricedcoveringvariousareasofthegovernment–167jobswerereviewedrelativetosalaryandpayplancompetitivenessDatawasgatheredfrompublishedsurveysourcesfor151jobsAcustomsurveywasconductedinwhichincludeddataon40jobs(24ofthese40jobsalsoincorporatedpublishedsurveydata)–39jobs,representingasubsetofthe167,wereusedtoassessthecompetitivenessofMetro’stotalcompensationpackagecoveringsalariesandbenefitsTwomethodsofsurveyingwereusedtocompilesalaryinformation:–PublishedsurveydatafromMercer’scompensationlibrarycoveringvariousindustries–CustomsurveyofbenchmarkcitiescomparabletoMetroinsizeandconsistentwiththosebenchmarkcitiesusedinpreviouscompensationstudiesForthebenefitsanalysis,planinformationwasobtainedfromthebenchmarkcities;highlevelinformationwasalsoobtainedfromMercersurveysofgeneral(mostlyprivatesector)employersinthesouthern/southeasternUSMercerHumanResourceConsulting5MarketAnalysisGeneralIndustrySurveysThegeneralindustrysalarydatawascompiledfrommultiplesurveysources–Over50surveysourcesencompassingabroadspectrumofjobsandindustrieswasusedtoensurecomprehensivecoverage–151jobswerepriced,whichincludedjobsfromotheragenciesaffiliatedwithMetro–AllofthemarketdatahasbeentimeadjustedtosothatitiscurrentasofJanuary1,2004–Inmatchingthejobs,comparisonswerebasedonjobcontentandrequirements—notonjobtitleMercerHumanResourceConsulting6MarketAnalysisCustomGovernmentSurveyThecustomsurveyreflectssalarydatafrom17city/countygovernmentsandfocusesonjobsthataregovernment-specificAtlanta,Georgia*Charlotte,NorthCarolina*Cincinnati,Ohio*Columbus,Ohio*FultonCounty,Georgia*HamiltonCounty,Ohio***Indianapolis,IndianaJacksonville,FloridaKansasCity,Missouri*Benefitdatawasobtainedfrom10ofthesemunicipalities**HamiltonCountyservedasasubstituteforTampawhodidnotrespondLouisville,Kentucky*MecklenburgCounty,NorthCarolinaMemphis,TennesseeOklahomaCity,Oklahoma*Richmond,Virginia*SanAntonio,Texas*ShelbyCounty,TennesseeSt.Louis,MissouriMercerHumanResourceConsulting7Withrespecttoactualsalariespaid*,Metro’spaypracticesarecompetitivewiththemarketOnaverage,Metroispaying101%ofmarketforcomparablejobsMarketdataisreflectiveofsalariespaidatthemedian(50thpercentile)ofthemarketThevastmajorityofjobs(95%)arebeingpaidwithin+/-20%ofthemarketmedian,whichsuggestsconsistencyandfairnessinhowemployeesarebeingpaidCompetitiveAssessmentofPayPracticesActualSalariesPaid*Notethatactualsalariesreflecttheaveragefull-timesalariespaidtoMetroemployeesinthejobandassignedtothesamejobcode.100%ofMarketMedianLowerPayingOrganizations80%HigherPayingOrganizations120%Metro–101%ofmarketmedianMarketMedianMercerHumanResourceConsulting8CompetitiveAssessmentofPayPracticesDefinitionofMedianAtargetedpositionatthe50thpercentilereflectsthecentraltendencyofthedistribution–Bydefinition,themedianisthemiddleofthedistribution—asmanyorganizationspaybelowthemedianasthosethatpayaboveit–ItisastatisticaldefinitionforanaverageandisthestrongestmeasuretousesinceitisnotinfluencedbyoutliersinthedataThefollowingexampleillustrateshowamedianvalueisobtainedfromasurveywheremultipleresponsesareprovidedOrganizationAverageReportedSalaryCityA$26,000CityB$33,800CityC$34,200CityD$34,700CityE$34,900CityF$35,300CityG$35,500LowOutlierMEDIAN(middlevalue)Themedianisnotaffectedbyunusuallyhighorlowvalueswhichcouldotherwiseskewtheresults.Inthisexample,thesimpleaveragewouldbe$33,486.MercerHumanResourceConsulting9CompetitiveAssessmentofPayPracticesExampleMarketPricingBaseSalaryTotalCashCompInternalJob/BenchmarkMatchInformationScope/RemarksWgtAdj#ofCos#ofInc25th%ile50th%ile75th%ile25th%ile50th%ile75th%ileCAD/GISAnalyst2-(7730)GOVT-CHAR-033761-GISAnalystNational1.001.00019846,83550,11356,840MDB3-11-039562-DrafterIIIAllOrganizations;-5%GeoDiff1.00.9502711030,79841,54846,778MDB5-02-028113-CADDRAFTER/OPERATOR3AllOrganizations;-5%GeoDiff1.00.9504518641,23744,73459,85042,05546,22859,850ENGR-DIE7-0314-GISAnalystIIAllCompanies;-5%GeoDiff1.00.950132234,23740,28240,74135,57440,80142,118GOVT-COND-0316-GISSpecialistIIAllCompanies1.001.00081040,688SCI-WYA2-034992-0-SeniorCADDrafter-0AllOrganizations;-5%GeoDiff1.00.950133628