Compensation Analysis 101 2 of 3 Multiple Linear Regression · 2018-04-02 · • Typically,...
Transcript of Compensation Analysis 101 2 of 3 Multiple Linear Regression · 2018-04-02 · • Typically,...
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Compensation Analysis 101
2 of 3
Multiple Linear Regression
Presenters: Daniel Kuang, Ph.D.
John Piatt
Copyright © 2013 Biddle Consulting Group
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Overview of Biddle Consulting Group, Inc.
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Fulfillment
• Thousands of AAPs developed each year• Audit and compliance assistance• AutoAAP™ Enterprise software
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• AutoGOJA™ online job analysis system• TVAP™ test validation & analysis program• CritiCall™ pre-employment testing for 911 operators• OPAC™ pre-employment testing for admin professionals• Video Situational Assessments (General and Nursing)
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• Over 200+ cases in EEO/AA (both plaintiff and defense)• Focus on disparate impact/validation cases
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Biddle Consulting Group Institute for
Workforce Development (BCGi)
• BCGi Standard Membership (free)
– Online community
– Monthly webinars on EEO compliance topics
– EEO Insight Journal (e-copy)
• BCGi Platinum Membership
– Fully interactive online community
– Includes validation/compensation analysis books
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– Members only webinars, training and much more…
www.BCGinstitute.org
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Daniel Kuang, Ph.D.Vice President of Legal and Audit Support Services
Biddle Consult Group
916-294-4250 ext. 145
John PiattDirector of EEO/AA – Operations & Customer Services
Biddle Consult Group
916-294-4250 ext. 128
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Compensation Series Overview
• Part 1: Compensation 101• Understanding Context of Compensation Analysis
• Basics statistical models
• Compensation Strategies
• Part 2: Multiple Regression• Data Modeling: Multiple Linear Regression
• Part 3: Advanced Analysis Methods• Advanced Data Modeling
• Post OFCCP Directive 307 Analyses
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Presentation Overview
• Recap of Statistical Models (2)
• Statistical Model: t-test
• Statistical Model: Regression
• Hands-on Demonstrations
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Statistical Models
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Q: What are we looking for in a comp analysis?
A: We are looking for difference in pay. Examples:
– Is there difference in pay between men v. women?
– Is there difference in pay between whites v.
minorities?
– Is there difference in pay between individual race
groups (e.g. whites v. Asian)
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Analysis Logic
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•The t-test is a powerful and simple method to test for
differences in pay between any two (2) groups
•The t-test on tests for “simple differences”. It does not take
into account explanatory factors that may impact
compensation (e.g., tenure, performance, education).
•Multiple Regression is a more advanced and generalized
model of t-test.
–Multiple Regression tests for between group differences after
controlling for explanatory factors
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t-test
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•Example 1: t-test perspective
•Average Salary
•Male=$37,500
•Female=$47,500
•Simple Mean Group
Difference=$10,000
•t=2.83, p=0.009
Group Salary($)Male 35,000 Male 35,000 Male 35,000 Male 40,000 Male 40,000 Male 40,000
Female 40,000 Female 40,000 Female 40,000 Female 55,000 Female 55,000 Female 55,000
t-test
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•Multiple Regression is a more advanced and
generalized model of t-test.
–Multiple Regression tests for between group differences
after controlling for explanatory factors
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Multiple Regression
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•Example 1: Regression perspective
•Adjust Mean Group
Difference=$0.00
•p=1.00
Group Salary($) TenureMale 35,000 1Male 35,000 1Male 35,000 1Male 40,000 2Male 40,000 2Male 40,000 2
Female 40,000 2Female 40,000 2Female 40,000 2Female 55,000 3Female 55,000 3Female 55,000 3
Multiple Regression
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• Typically, Multiple Regression requires 2-semesters of
graduate-level instruction.
• The actual underlying math and proper methodology is
well beyond the scope of our webinar.
• Setting up and running a regression is EASY.
• Proper set-up and interpretation is DIFFICULT.
• Multiple Regression is iterative
• You must specify a valid model for analysis.
• It is very easy to mis-specify a model and draw
incorrect conclusions: false positives or false negatives
• Please ask for help if you are unsure.
Multiple Regression
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The Process
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Comp Analysis: 6-Major Pieces
There are 6-Major Steps in a Comp analysis
1. Properly defining scope of analysis
2. Data preparation
3. Analysis with and without explanatory factors
4. Evaluate analysis-model validity
5. Interpreting analysis results
6. Computing salary adjustments for hot-spots.
We will go through all 6-Steps with a Live Demo
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1-Define Scope of Analysis
1. Define PURPOSE of compensation study
2. Scope—Structural
a) Organization
3. What are you going to investigate?
4. Understanding Forces/Factors Driving Pay
a) Explanatory Factors
b) Opportunity, Practice and Policy
5. Understanding Pay Structure and Set SSEGs
a) Pay Analysis Groups (PAGs)
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2-Data Preparation
1. Data Concerns
a) Missing Data
b) Outliers
2. Code Demographics
a) Focal (Female, Minority) = 0
b) Reference (Male, White) = 1
3. Dummy Code Categorical Factors
4. Tainted Variables
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3-Analyze Data
1. t-test
2. Multiple Linear Regression
a) classic Regression
b) Pay Analysis Groups (PAGs)
3. Cohort Analysis
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4-Evaluate Model/Analysis Validity
1. Inter-Variable Correlation Matrix
2. Multicollinearity
3. Interactions
4. Model Explanatory Power (R2)
5. Regression Beta-Weight
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5-Interpret Results
1. Identify Statistical Significance
2. Interpret Model Stats
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6-Compute Pay Adjustments
1. IF NECESSARY…
2. Live Demo in Excel
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Quick Recap
• Statistical Model: t-test
• Statistical Model: Regression
• 6-Steps in Compensation Analysis
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Daniel Kuang, [email protected]
John [email protected]
Biddle Consulting Group's
Institute for Workforce Development (BCGi)
www.BCGinstitute.org