Hewitt U.S. Surveys— Data Solutions Catalog … 2 Table of Contents Table of Contents Hewitt...
Transcript of Hewitt U.S. Surveys— Data Solutions Catalog … 2 Table of Contents Table of Contents Hewitt...
Page 1 Hewitt Name of Compensation Survey (VXXX)
Hewitt U.S. Surveys—Data Solutions Catalog2009–2010
Page 2 Table of Contents
Table of Contents
Hewitt Survey Data Solutions—Overview 3
Hewitt Total Compensation Measurement™ (TCM™) 5
Hewitt Global Variable Compensation Measurement (Global VCM™) 9
Hewitt Variable Compensation Measurement (VCM) 12
Hewitt Salary Increase Survey (SIS) 15
Hewitt Sales Compensation (SC) Survey 18
Hewitt General Industry Compensation Surveys 21Hewitt Auto and Equipment Finance Industry Survey (AEFI) 22Hewitt Distribution and Fulfillment Center (DFC) Compensation Survey 23Hewitt Retail Nonexempt (RENEX) Compensation Survey 24Hewitt Health Care Executive (HCExec) Compensation Survey 25Hewitt High-Demand Clinical Skills (HDCS) Compensation Survey 26Hewitt Project and Program Management (PPM) Compensation Survey 27Hewitt International Midstream Oil and Gas Industry Survey 28 Hewitt Technology Compensation Surveys 29Hewitt HOT Technologies (HOT) Survey 30Hewitt SAP Skill Compensation Survey (SAP)—Spring 31Hewitt SAP Skill Compensation Survey (SAP)—Fall Hewitt Energy Industry Compensation Surveys 33Hewitt Energy Marketing and Trading (EMT) Compensation Survey 34Hewitt IEHRA Energy Industry Compensation Survey (IEHRA) 36Hewitt Wind and Renewable Energy Compensation Survey (WES) 37
Hewitt Compensation Surveys Listing 38
Page 3 Hewitt Survey Data Solutions—Overview
Hewitt Survey Data Solutions—Overview
Unprecedented economic changes are impacting how
companies approach compensation and talent manage-
ment this year. Hewitt provides leading organizations
around the world with expert human resources consulting
and outsourcing solutions to help them anticipate and
solve their most complex compensation, benefit, talent,
and related financial challenges.
Hewitt Survey Data Solutions’ compensation and engagement databases are recognized worldwide as the most reliable source of current data for human capital planning. With offices and resources worldwide, we analyze and publish an extensive library of printed and online survey reports.
Uncompromised Solutions
Whether you are developing compensation policies across global markets, creating sales compensation plans for the U.S., reviewing compensation for key officers, or tightening up benchmark struc-tures in your organization, Hewitt data solutions are the founda-tion to help you:
Develop, motivate, and retain talent; ▪Create or sustain a high-performance workforce; and ▪Achieve higher returns on your people investment. ▪
With pragmatic insights based on facts, not hunches, Hewitt data solutions are drawn from our experience delivering HR services to nearly 20 million people—data supported by extensive research across the HR spectrum, including our benchmark studies such as:
Hewitt Total Compensation Measurement™ ▪Salary Increase Surveys ▪Sales Compensation Survey ▪Variable Compensation Measurement™ Survey ▪
Global Leverage and Local Expertise
We gather and analyze market data to offer general and custom surveys, including both total compensation competitiveness and engagement levels. Hewitt leverages employee information to un-cover country-specific, economic, regional, and global trends—in-formation that helps your company stay ahead of the talent curve. Our consultants apply their expertise in the varied employment markets, practices, and customs to deliver robust and comprehen-sive local market-based talent programs. In addition to compensa-tion surveys, Hewitt’s Data Services also publishes reports that provide HR practitioners with the necessary insights to attract, retain, motivate, and reward exceptional employees.
These reports cover a variety of subject areas including pay, performance management, benefits, and best practices on a local, regional, and global basis.
Custom Surveys Capabilities
Through Hewitt’s custom survey capabilities, clients work with experienced survey consultants and receive in-depth personalized comparisons of their organizations’ total compensation and pay practices information against those specified in a unique com-parator group. With the ability to use either previously conducted surveys as well as custom designed surveys, clients gain access to valuable insights regarding their total pay mix and the competi-tiveness of their compensation practices.
Hewitt Survey Data Solutions—Overview
With surveys spanning over 40 countries, 2,000 positions, and over 3 million employees, Hewitt global compensation
data provides organizations with the quality information needed for effective human capital planning in 2010.
Page 4 Hewitt Survey Data Solutions—Overview
Page 5 Hewitt Total Compensation Measurement (TCM)
Hewitt Total Compensation Measurement™ (TCM™)
Page 6 Hewitt Total Compensation Measurement (TCM ) Survey
Hewitt Total Compensation Measurement™ (TCM™) SurveyUnited States 2010
Making meaningful talent and reward decisions in today’s competitive environment requires a comprehensive data
source. With a reputation as the world’s definitive source for compensation information, thousands of HR
professionals turn to Total Compensation Measurement for the answers they need.
Survey Benefits
Tenure
For nearly 30 years, Total Compensation Measurement has helped organizations drive performance. Total Compensation Measurement delivers total compensa-tion facts, including base salary, bonus, long-term incentives, and benefits through innovative products, insights, services, and solutions.
Global Representation
With over 7,000 participants from over 40 countries, Total Compensation Mea-surement can provide you with global compensation information that will help your organization position itself properly worldwide.
Robust Data
Over 50 industries and more than 700 companies and more than 2,500 business units are represented annually in Total Compensation Measurement, making it the largest and most comprehensive data resource available to HR professionals, se-nior management, and boards of directors.
Job Matching Made Easy
Compensation components are measured in salary-equivalent terms. As data is submitted by positions, Hewitt’s unique JobLink leveling methodology, allows results analysis by position, organizational level, salary level, industry, size, or virtu-ally any other measure.
Total Compensation Measurement Online
TotalCompensationCenter.com
Hewitt’s convenient online tool offers HR specialists complete access to the full array of Total Compensation Measurement results, al-lowing clients to create customizable compensa-tion solutions. Total Compensation Measurement Online offers one of the most efficient compensa-tion data solutions in the market.
Custom Reports
Define an unlimited number of comparator groups using parameters such as industry, name, location, or financial measure. Calculate custom percentiles and compare your company data to the comparator group of your choice.
View and Age
Age results with multiple annual adjustment percentages and convert data to any currency. View results by job, or view all jobs by pay component and sort by job title or job code. With advanced functionality, blend multiple jobs together easily.
Timeline
Collection Materials Available:
February 2
Effective Date of Participant Data:
Calendar Year 2010
Participant Data Submission Deadline:
April 15
Survey Results Published:
Various
Page 7 Hewitt Total Compensation Measurement (TCM) Survey
Hewitt Total Compensation Measurement (TCM™) Survey United States 2010
Download
Distribute your data easily with unlimited user IDs and passwords. Browse custom-ized survey portfolio by region, year, and language, and search job portfolio by family, title, code, and keyword.
Executive Products
Collecting data on over 490 core executive jobs, Hewitt’s portfolio of Total Compensa-tion Measurement executive reports gives your organization the high-quality infor-mation necessary to make critical reward decisions.
Total Compensation by Industry
Features a full range of statistics on cash compensation, long-term incentive values, total compensation for multiple positions and salary bands, and award sizes. Results also include:
Trend information for base salary, bonus, ▪total cash, long-term incentives, and total compensation.Prevalence of long-term incentives, ▪executive benefits, and perquisites by position.Long-term incentive data for all ▪incumbents, as well as receivers only.Results reported by industry, as well as ▪on a consolidated basis.
Executive Products
Cash Compensation by Industry
Receive data on base salary, short-term incentives, total cash compensation, prevalence of long-term incentives, execu-tive benefits, and perquisites. A full range of statistics is analyzed by organizational level, industry, and salary band plus com-pensation trends by position.
Regression Analysis
Calculate size-adjusted pay levels based on user-defined scope measures, regressed values by industry, and custom and re-verse percentiles. Additionally, age, print, and export the data to improve the ease of use of compensation information.
Custom Studies
Receive an in-depth analysis of a compar-ator group you choose based on industry, reputation, revenue, and/or financial performance. Hewitt consultants will help you interpret the results to help you reach your business objectives.
Management and Professional Products
Hewitt’s portfolio of Total Compensation Measurement management and profes-sional reports provide total compensation data on over 690 nonexecutive jobs in all sectors, including manufacturing, service, financial, and retail industries.
Total Compensation by Industry
Receive data on cash compensation, long-term incentive values, total compensation, and award sizes, as well as trend informa-tion for base salary, bonus, total cash, long-term incentives, and total compensa-tion.
Cash Compensation by Industry
With more than 450 general industry/financial services positions and over 240 retail positions, this report offers a full range of statistics on base salary, short-term incentives, and total cash compensa-tion data for management and profes-sional positions.
Cash Compensation by Geographic Region
Presents base salary, short-term incentive, and total cash compensation data from 24 metropolitan and 5 national regions. Sal-ary band, national averages, and regional breakouts are included in the total cash analysis.
Page 8 Hewitt Total Compensation Measurement (TCM) Survey
Hewitt Total Compensation Measurement™ (TCM™) Survey United States 2010
Management and Professional Custom
Total Compensation Measurement Studies
In-depth analysis of a comparator group you choose based on industry, reputation, revenue, and/or financial performance. Hewitt consultants will help you interpret the results to help you reevaluate your tal-ent and reward policies and strategies.
Other ProductsAdditional Subscription Services
Benefit SpecSelect™ OnlineMarket-leading Web-based competitive analysis tool for broad-based employee benefits.
Total Compensation MeasurementCash OnlineOnline access to the cash compensa-tion data for all companies in the Total Compensation Measurement database. Click here for information on additional subscription services.
Additional Total Compensation
Measurement Products
We provide an additional series of reports and analyses with our Total Compensation Measurement database. Each is a custom-ized analysis based on your requirements.
Results
How Collected Data is Reported
Results are delivered through TotalCompensationCenter.com and can be downloaded as report-ready Adobe® portable document format (PDF) or as Microsoft® Excel® spreadsheets.
Job Families/Industries
For a list of job families and industries represented in 2009, click here.
How to Purchase
The participant order form is part of the data collection materials and includes prices for subscription services, Total Compensation Measurement products, and related products and services.
For nonparticipant purchase, please complete the linked U.S. Total Compensation Measurement Order Form.
Results Fee
Click here to view the 2010 U.S. Total Compensation Measurement Product Guide. Click here to access the 2010 Hewitt Global Compensation Surveys Product Guide.
Participation
Past Participants
Click here to view a list of previous Total Compensation Measurement participants.
Who Can Participate
All companies are welcome to participate.
How to Participate
Click here to register your participation in the 2010 Hewitt Total Compensation Measurement Survey.
Additional Information
For more information, please contact the Hewitt Survey Sales Team at 800-441-3078, option 2 or via e-mail [email protected].
Page 9 Hewitt Global Variable Compensation Measurement Survey
Hewitt Global Variable Compensation Measurement (Global VCM™)
Page 10 Hewitt Global Variable Compensation Measurement Survey
Hewitt Global Variable Compensation Measurement™ (Global VCM™) Survey
With variable pay spending increasing, companies are closely analyzing their variable pay plans at global and local
levels. With meaningful data that spans industries, geographies, and business models, Hewitt is pleased to introduce
our Global Variable Compensation Measurement Survey.
Survey Benefits
Global View, Local Focus
Hewitt’s Global Variable Compensation Measurement Survey expands the reach of our tenured U.S. and Canadian Variable Compensation Measurement surveys across the globe, focusing on local broad-based variable pay programs, or global programs implemented at the subsidiary level.
Market Data Leader
Conducted for nearly 15 years, Hewitt’s Variable Compensation Measurement Survey is the only annual broad-based study capturing unique plan characteris-tics for cash and special recognition. Areas evaluated include:
Plan objectives ▪Plan eligibility ▪Funding ▪Design ▪Plan effectiveness ▪
General Information
Special Studies
Participants have the option of ordering custom studies based on their own specifi-cations, subject to data volume.
Type of Data Collected
Focus on:Broad-based, short-term incentives ▪Special recognition awards ▪
How Collected Data is Reported
Analysis of How Plan Design Characteristics
Link to Plan Effectiveness
Design and Administrative Aspects
Summarized by Type of Plan and Objective
of Plan
Participant demographics and business ▪resultsPlan objectives and degree of accom- ▪plishment of plan objectivesEligibility criteria ▪Funding arrangements and performance ▪criteriaTargeted awards, actual payouts, and ▪award determination
Summary of Characteristics of Special
Recognition Awards
Participant demographics and business ▪results Plan objectives and degree of accom- ▪plishment of plan objectives Eligibility criteria ▪Type and size of special recognition ▪awards Communication issues ▪
Regional Executive Summaries
Country highlights ▪Cross-border trends ▪Similarities and differences across ▪
countries
Timeline
Collection Materials Available:
February 15
Effective Date of Participant Data:
January 1
Participant Data Submission Deadline:
April 15
Survey Results Published:
August 11
Page 11 Hewitt Global Variable Compensation Measurement Survey
Hewitt Global Variable Compensation Measurement™ (Global VCM™) Survey
Countries
Asia PacificAustraliaChinaHong KongIndiaIndonesiaJapanKoreaMalaysiaPhilippinesSingaporeTaiwanThailandNew Zealand
EuropeAustriaCzech RepublicFranceGermanyNetherlandsSwitzerlandPolandSwedenUnited Kingdom
Middle EastBahrainEgyptQatarSaudi ArabiaUAE
North AmericaCanada United States
Additional Information
Click here to access the 2010 Hewitt Glob-al Compensation Surveys Product Guide. For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
The report summarizes each major component of the plan or program presented using tables, graphs, charts, or narrative form to illustrate how various participants responded. Where appropri-ate, 75th percentile, average, median (50th percentile), and 25th percentile responses are provided.
How to Purchase
The participant order form is included as part of the data collection materials.
Nonparticipant order information may be accessed here.
Results Fee (per country)*
Participants $900 USD ▪Nonparticipants $1,800 USD ▪
*Multiyear discounts/Total Compensation Measurement™ (TCM™) bundling could apply.
Pricing may vary, dependent upon the country.
Participation
Participant Criterion
All companies are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 Global Variable Compensation Measurement Survey.
Country listing is subject to change at any time without notice.
Hewitt Variable Compensation Measurement (VCM)
Page 12 Hewitt Variable Compensation Measurement (VCM)
Page 13 Hewitt Variable Compensation Measurement (VCM) Survey
Hewitt Variable Compensation Measurement (VCM) SurveyUnited States 2010
Is your variable pay plan living up to its potential? This survey holds the information that your organization needs to
remain competitive, allowing access to best practices in variable compensation by analyzing the factors that drive
the effectiveness of incentive programs.
Survey Benefits
Tenure Advantage
Hewitt’s Variable Compensation Measurement survey is the only broad-based survey covering variable pay plans that has been in existence for 14 years.
Market Data Leader
Variable Compensation Measurement is the only annual broad-based survey capturing plan characteristics for cash, special recognition, and equity programs. Areas evaluated include:
Plan objectives ▪Plan eligibility ▪Funding ▪Design ▪Plan effectiveness ▪
Participant Retention
Only variable compensation plan database that includes information from 275 com-panies covering 682 plans.
Extensive Segmentation Option
Custom reporting available including op-tions for specific comparator groups and multi-year evaluations.
General Information
Special Studies
Participants have the option of ordering custom studies based on their own speci-fications.
Type of Data Collected
All types of variable pay including:Cash variable pay awards ▪Special recognition awards ▪Nonexecutive stock options awards ▪Nonexecutive restricted stock awards ▪
How Collected Data is Reported
Analysis of How Plan Design Characteristics
Link to Plan Effectiveness
Design and Administrative Aspects
Summarized by Type of Plan and Objective
of Plan
Participant demographics and business ▪resultsPlan objectives and degree of accom- ▪plishment of plan objectivesEligibility criteria ▪Funding arrangements and performance ▪criteriaTargeted awards, actual payouts, and ▪award determination.
Timeline
Collection Materials Available:
April 13
Effective Date of Participant Data:
N/A
Participant Data Submission Deadline:
June 30
Survey Results Published:
September 17
Page 14 Hewitt Variable Compensation Measurement (VCM) Survey
Hewitt Variable Compensation Measurement (VCM) Survey United States 2010
General Information
Summary of Characteristics of Special
Recognition Awards
Participant demographics and business ▪results Plan objectives and degree of accom- ▪plishment of plan objectives Eligibility criteria ▪Type and size of special recognition ▪awards Communication issues ▪
Detailed Specifications on Stock Option
Programs for Nonexecutive Employee
Participant demographics and business ▪results Plan objectives and degree of accom- ▪plishment of plan objectives Eligibility criteria ▪Grant size determination ▪Exercise conditions and economic values ▪of nonexecutive stock option grants Share authorization and utilization ▪
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
The report summarizes each major aspect of the plan or program in question in tables, graphs, charts, or narrative form to illustrate how various participants responded. Where appropriate, 75th percentile, average, median (50th per-centile), and 25th percentile responses are provided. Equity grant information is valued using a Black-Scholes stock option or proprietary discounting models.
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fee
Participants $1,000* ▪Nonparticipants $2,000** ▪
On-Time Submission Discount:*
Submit your data prior to the May 21 2010 due date* and receive a $150 discount off the $1,000 participant price.
*All submissions must be received by Hewitt Associates by May 21 to receive this discount—no exceptions.
**Requires participation in 2010, 2011 database
Participation
Past Participants
Over 120 organizations participated in the 2009 Variable Compensation Measurement Survey. Click here to view a list of past participants.
Participant Criterion
All companies are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 Variable Compensation Measurement Survey.
Results Teleconference
A VCM results teleconference is planned for Wednesday, September 29. Learn more here.
Variable Pay Index™ (VPI™)
New for 2010, Hewitt’s Variable Pay Index™ (VPI™) allows you to effectively measure your variable pay plans. Gain the VPI Advantage today.
Hewitt Variable Compensation Measurement (VCM) Survey United States 2010
Page 15 Hewitt Salary Increase Survey (SIS)
Hewitt Salary Increase Survey (SIS)
Page 16 Hewitt Salary Increase Survey (SIS)
Hewitt Salary Increase Survey (SIS)United States 2010–2011
Last year projected salary increases were the lowest in over 30 years whereas, variable pay spending reached an all-
time high. Will this trend continue? Find out with this survey that provides salary increase information for executive,
salaried exempt, salaried nonexempt, nonunion hourly, and union U.S. employees.
Survey Benefits
Tenure Advantage
An invaluable resource for HR profes-sionals, CFOs, and CEOs alike, originally launched in the U.S. almost 35 years ago. The survey today spans more than 40 markets and represents pay practices for over 1,000 U.S. organizations.
Pulse Updates
Witness Hewitt’s commitment to updates of the survey, where appropriate, in regard to economic conditions.
Preliminary Results
One hour of participation in this question-naire allows you complimentary access to the preliminary results (July 1), as well as a full detailed report at the end of August.
Participant Retention
With over 1,100 participants in 2009, this survey brings the latest data from the U.S. economy.
.
General Information
Items Reported
Budget Increases
Overall salary increase budget ▪Merit increase budget ▪General salary increase budget ▪Actual merit increases granted ▪Salary structure increase ▪
Variable Pay Plans
(Annual Incentive Awards)—Prevalence
Individual performance awards ▪Team awards ▪Gain sharing/productivity awards ▪Cash profit sharing awards ▪Business incentives ▪Special recognition awards ▪Nonexecutive stock options/ownership ▪
Scope Measurements
Total number of full-time employees (U.S.)Under 500 ▪501–1,000 ▪1,001–2,000 ▪2,001–5,000 ▪5,001–10,000 ▪10,001–20,000 ▪20,001–50,000 ▪Over 50,000 ▪
Timeline
Collection Materials Available:
June 1
Effective Date of Participant Data:
N/A
Participant Data Submission Deadline:
July 1
Preliminary Results (Participants Only):
July 1
Survey Results Published:
August 31
Page 17 Hewitt Salary Increase Survey (SIS)
Hewitt Salary Increase Survey (SIS)United States 2010
General Information
Annual Revenue
Under $50 million ▪$50 million–$150 million ▪$151 million–$500 million ▪$501 million–$1 billion ▪$1 billion–$5 billion ▪$5 billion–$10 billion ▪$10 billion–$20 billion ▪Over $20 billion ▪
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visit
www.TotalCompensationCenter.com.
Results
How to Purchase
Nonparticipant order information may be
accessed here.
Results FeeParticipants: No charge ▪Nonparticipants: $500 ▪
The full report, delivered at the end of August, provides data for each employee group by:
All Companies ▪By Industry ▪U.S. Region (East, Midwest, South, West) ▪
A special section of the results component will be devoted to insights on pay delivery and cost reduction approaches.
Participation
Past Participants
The 2009 and 2010 U.S. Salary Increase Survey hosted over 1,100 participants. Please click here to view a list of participants.
Participant Criterion
All companies are welcome to participate.
Salary Increase Surveys are also conducted in non–U.S. markets. For a complete list of countries, please click here.
How to Participate
Participant materials will be sent via e-mail at the end of May/early June. Click here to register your participation interest in the 2010 U.S. Salary Increase Survey or visit www.TotalCompensationCenter.com.
Page 18 Hewitt Sales Compensation (SC) Survey
Hewitt Sales Compensation (SC) Survey
Page 19 Hewitt Sales Compensation (SC) Survey
Hewitt Sales Compensation (SC) SurveyUnited States 2010
Survey Benefits
Incumbent-Based Data
Incumbent-based data is collected, not average company data. The result—you find out what a 75 percentile performer is paid rather than the 75 percentile of the company averages. 2009 Sales Compen-sation Survey results represented over 36,000 sales incumbents.
Targeted Benchmarking
View similar jobs within your industry and in others, based on your custom-defined attributes. This survey provides the unique ability to take different views of the talent market, giving a broader perspective of how similar sales talent is rewarded.
Past Participant Advantage
Participants of the 2009 Sales Compensa-tion Survey will benefit from the prepopulation of their questionnaire for 2010 data collection.
Report Builder
Usage of the new and improved Report Builder allows you access to results specific to your sales force. Click here to view an example.
Timeline
Collection Materials Available:
February 17
Effective Date of Participant Data:
March 1
Participant Data Submission Deadline:
April 15
Survey Results Published:
August 25
Combinations of critical sales responsibilities—such as territory type, product complexity, and sales cycle can
influence nearly 50% of compensation costs for many sales positions. The Sales Compensation Survey
differentiates these attributes, providing the data necessary for a well-tailored sales compensation program.
One Size Does Not Fit All
Traditional benchmarking requires match-ing your roles to a generic job description, resulting in force-fitting your roles based on titles. Critical elements such as sales focus, customer segment, product versus service, and territory type can influence compensation for sales professionals.
With the Sales Compensation Survey, there is no emphasis on finding a “match” to your specific “job.” We know that sales forces are unique based on the complex in-teraction of sales strategy, industry dynam-ics, and unique talent markets. Instead, you have the ability to describe your roles, while the survey identifies similar roles from other survey participants.
Participants build unique roles using a pre-determined series of key attributes related to their sales roles. To view a selection of
attributes by role, please click here.
Type of Data Collected
Data collected by position:Matching title ▪Reports to ▪Base salary ▪Actual sales incentive ▪Target sales incentive ▪Actual company-wide bonus ▪Target company-wide bonus ▪
Pay practices:Turnover ▪Sales incentive design ▪Compensation governance and ▪administrationSales recognition practices ▪Prevalance of long-term incentives ▪Automobile policy ▪
General Information
Page 20 Hewitt Sales Compensation (SC) Survey
Hewitt Sales Compensation (SC) SurveyUnited States 2010
Results
How to Purchase
The participant order form is included as part of the data collection materials.
Results Fee
Participant Results $1,800 ▪
Survey results are available to participating companies only.
SC On-Time Submission Discount:
Submit your data prior to the April 15, 2010 due date* and receive a $200 discount off the $1,800 participant price.
*All submissions must be received by Hewitt Associates by April 15 to receive this discount—no exceptions.
ParticipationGeneral Information
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Past Participants Eighty-two organizations participated in the 2009 Sales Compensation Survey, a 28% increase from 2008. Click here to view a list of 2009 participants.
Participant Criterion
All companies are welcome to participate.
If sufficient data is collected, industry breakouts by role are included in results.
How to Participate
Click here to register your participation interest in the 2010 Sales Compensation Survey.
Page 21 Hewitt General Industry Compensation Surveys
Hewitt General Industry Compensation Surveys
Page 22 Hewitt Auto and Equipment Finance Industry Compensation Survey (AEFI)
Hewitt Auto and Equipment Finance Industry (AEFI)Compensation Survey United States 2010
Survey Benefits General Information
Type of Data Collected
Data collected by position:Base pay ▪Variable pay ▪Total cash compensation ▪Salary range ▪Job matching information ▪Company/job scopes ▪FLSA status ▪Finance segment ▪
Jobs
Click here for additional information regarding jobs included in the 2010 Auto and Equipment Finance Industry Survey.
Industries Represented
Financial Services
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here. Nonparticipant orders include a commitment to participate in the 2011 AEFIS survey.
Results Fee
Participants $3,000 ▪Nonparticipants $7,500 ▪
with participation in 2011
Participation
Past Participants Despite the challenging economy and limitations on survey budgets, 10 organizations (7 Captive, 3 Noncaptive) participated in the 2009 Auto Finance Industry Survey, allowing for progression of the survey. Click here to view a list of 2009 Auto Finance Industry Survey participants.
How to Participate
Click here to register your participation interest in the 2010 Auto and Equipment Finance Industry Compensation Survey (AEFI).
Timeline
Collection Materials Available:
March 18
Effective Date of Participant Data:
April 1
Participant Data Submission Deadline:
June 18
Survey Results Published:
July 29
A useful tool for analyzing pay levels and practices for over 90 positions, this survey’s new title captures all auto and
equipment financing needs. Formerly the Auto Finance Industry (AFI) survey, it is guided by an advisory committee of
auto finance industry contacts and is the only source of data for industry-specific roles.
Segmentation Options
Unique data segmentation—captive versus noncaptive, geographic summary, asset size—offers decision-making assistance in a challenging economic climate. New for 2010, breakouts will be available for auto and equipment-specific finance segments.
Unique Focus
With collection of individual incumbent data rather than company averages, pay components and types of jobs are a key focus. Information on salary planning is also provided.
New Roles for 2010:
Senior Manager, Service Planning Group ▪
Manager, Service Planning Group ▪
Senior Analyst, Service Planning Group ▪
Page 23 Hewitt Distribution and Fulfillment Center (DFC) Compensation Survey
Hewitt Distribution and Fulfillment Center (DFC) Compensation Survey United States 2010
Survey Benefits
Extensive Segmentation Options
Results include compensation data broken out by revenues, industry, and state. Addi-tional pay information includes details on:
Compensation planning ▪Benefits and rewards programs ▪Employee turnover ▪On-call pay ▪Overtime pay ▪Shift differentials ▪
Individual Incumbent Data
This survey collects data for 45 positions, both hourly and salaried, for job families involved in multiple phases of the supply chain process.
Merit Increase Considerations
While variable pay eligibility remained consistent, results from the 2009 Distribu-tion and Fulfillment Center Compensation Survey demonstrated a drop in the number of incumbents receiving rewards. Distribu-tion and Fulfillment Center Compensation Survey salary increase budgets for 2009 were also lower than results reported in Hewitt’s 2009-2010 U.S. Salary Increase Survey.
General Information
Industries Represented
General
Jobs/Skills
Click here for additional informationregarding jobs included in the 2009 Distribution and Fulfillment Center Compensation Survey.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fee
Participants $1,600 ▪Nonparticipants $4,800 ▪
DFC On-Time Submission Discount: ▪
Submit your data prior to the April 20, 2010 due date* and receive a $200 discount off the $1,600 participant price.
*All submissions must be received by Hewitt Associates by April 20 to receive this discount—no exceptions.
Participation
Past Participants Twenty-eight organizations participated in the Hewitt 2009 Distribution and Fulfillment Center Compensation Survey. Click here to view a list of past participants.
Participant Criterion
All companies are welcome to participate.
How to Participate
Click here to register your participation interest in the Hewitt 2010 Distribution and Fulfillment Center Compensation Survey.
Timeline
Collection Materials Available:
March 1
Effective Date of Participant Data:
April 1
Participant Data Submission Deadline:
April 20
Survey Results Published:
August 9
The Distribution and Fulfillment Center Compensation Survey delivers high-quality data specific to distribution and
fulfillment center operations and related functions. In its fifth season, results from this year’s survey will clearly
demonstrate the full effects of the 2009 economic climate.
Page 24 Hewitt Retail Nonexempt (RENEX) Compensation Survey
Hewitt Retail Nonexempt (RENEX) Compensation Survey United States 2010
This annual survey collects data on over 1.2 million incumbents from leading retailers representing a number of retail
industries such as mass merchandisers, department stores, supermarkets, etc.
Survey Benefits
Individual Incumbent Data
When it comes to evaluating pay structure, retailers face a double challenge: control-ling costs in a low-margin industry, while retaining workers in a high-turnover en-vironment. Federally mandated minimum wage legislation poses additional consid-erations.
This survey helps balance spending limitations while retaining a stable talent pool. In turn, your organization will re-main competitive in an unstable economic environment.
Participant Retention
Hewitt has over a decade of experience in the retail industry and a company partici-pant retention rate of 70%.
Distinct Results
Our results include data segmented by geographic region, industry, state, and metro areas. Custom segmentation by Zip Codes are also available.
A detailed pay practices summary is also included, featuring information on compensation planning, benefits, and paid time off.
General Information
Type of Data Collected
Data collected includes base pay, salary range, variable pay, and union status.
Results will include data on hourly base pay, hourly bonus, hourly total cash, aver-age start rate, and average duration of service to assist you in your compensation decisions.
Industries Represented
Retail Industries
Jobs/Skills
Please click here for additional information regarding jobs included in the 2009 Retail Nonexempt Compensation Survey.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fee
Participants $1,400 ▪Nonparticipants $4,200 ▪
RENEX On-Time Submission Discount:
Submit your data prior to the April 23 due date* and receive a $200 discount off the $1,400 participant price.
*All submissions must be received by Hewitt Associates by April 23 to receive this discount—no exceptions.
Participation
Past Participants
Forty-nine organizations participated in the 2009 Retail Nonexempt Compensation Survey. Click here to view a list of past participants.
Participant Criterion
All companies engaged in the retail indus-try are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 Retail Nonexempt Compensation Survey.
Timeline
Collection Materials Available:
March 15
Effective Date of Participant Data:
April 1
Participant Data Submission Deadline:
April 23
Survey Results Published:
July 30
Page 25 Hewitt Health Care Executive (HCExec) Compensation Survey
Hewitt Health Care Executive (HCExec) Compensation Survey United States 2010
This annual survey is the only industry survey that provides information on base salary, variable pay, long-term
incentive, and valuation of benefits and perquisites.
Survey Benefits
Complete Picture
This survey provides a complete picture of all components of pay—cash, benefits, long-term incentives, and perquisites. It is the only available health care survey that values supplemental benefits and perquisites rather than costing them out. This provides the full picture of the cost for your executives.
Customization
Participants will find that the survey tool, process, and results reporting are specifi-cally tailored to the health care industry, based on inputs provided by participants.
Improve Performance
Utilizing this survey will improve the effectiveness of your pay programs.
General Information
Type of Data Collected
Data collected includes base pay, variable pay, supplemental benefits, perquisites, and long-term incentives.
Industries Represented
Health Care/Medical ServicesHospitalsLong-Term Care FacilitiesMedical
Jobs/Skills
Please click here for additional informa-tion regarding jobs included in the 2010 Health Care Executive Compensation Survey.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fee
Participants $1,200* ▪Nonparticipants $3,600 ▪
*$200 discount to participants that provide all detailed benefit information
Participation
Past Participants
Thirty organizations participated in the 2009 Health Care Executive Compensation Survey. Click here to view a list of past participants.
Participation Criterion
All companies engaged in the health care industry are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 Health Care Executive Compensation Survey.
Timeline
Collection Materials Available:
April 1
Effective Date of Participant Data:
May 1
Participant Data Submission Deadline:
June 25
Survey Results Published:
September 22
Page 26 Hewitt High Demand Clinical Skills (HDCS) Compensation Survey
Hewitt High-Demand Clinical Skills (HDCS) Compensation SurveyUnited States 2010
Timeline
Collection Materials Available:
April 30
Effective Date of Participant Data:
May 1
Participant Data Submission Deadline:
July 23
Survey Results Published:
Mid September
This new survey focuses offers separate reports on high-demand clinical skills positions in the following regions and at a national level: Atlanta, Chicago, Dallas, and New York City.
Survey Benefits
Data by Location
Companies will now be able to obtain high-demand location-specific data at both a national and regional focus for “hot” clinical jobs in the health care industry. Regional areas include: Atlanta, Chicago, Dallas, and New York City.
Pay Practices
This survey provides current pay practices information including details on:
Position ▪Special recognition and pay programs ▪Premium pay ▪Evening/night/weekend differentials ▪Bilingual differentials ▪On-call pay ▪Call-back pay ▪Per-diem pay ▪Higher-education pay ▪Certification pay ▪
General Information
Results Fee
n Participants $1,200n Nonparticipants N/A
On-Time DiscountSubmit your data prior to the June 1, 2010 due date* and receive a $200 discount off the $1,200 participant price.
*All submissions must be received by Hewitt Associates by June 1 to receive this discount—no exceptions.
Referral DiscountRefer an organization that participates in the survey and receive 50% off the $1,200 participant price.
Health Care Executive SurveyHewitt also offers the Health Care Executive (HCExec) Compensation Survey. Click here for more information.
Type of Data Collected
Data collected includes base pay, variable pay, and pay practices information.
Industries Represented
Health Care/Medical ServicesHospitalsLong-Term Care FacilitiesMedical
Jobs/Skills
Please click here for additional information regarding jobs included in the survey.
Participation
Who Can Participate
All companies engaged in the health care industry are welcome to participate.
How to Participate
Click on the respective region name to register your participation interest in these surveys:
National HDCS ▪Atlanta Area HDC ▪ SChicago Area HDC ▪ SDallas Area HDC ▪ SNew York City Area HDC ▪ S
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Page 27 Hewitt Project and Program Management (PPM) Compensation Survey
Hewitt Project and Program Management (PPM) Compensation SurveyUnited States 2010
The Project and Program Management Compensation Survey is the only source of accurate pay data for a complete
career ladder of project management and select program management roles.
Survey Benefits
Customization
This survey has been customized to cater to roles specific to project and program management. Job descriptions and scope measures have been identified to ensure easy and accurate matching.
Relevant scope measures include:Size of project/program ▪Number of projects/programs managed ▪Financial scope ▪Project/program complexity ▪Technical requirements ▪
Participants will find that the survey tool, process, and results reporting are spe-cifically tailored to roles in project and program management.
Improve Performance
Utilizing this survey will improve the effectiveness of your pay programs.
General Information
Type of Data Collected
Data collected includes base pay, variable pay, and prevalence of long-term incentives.
Industries Represented
All Industries
Jobs/Skills
Please click here for additional information regarding jobs included in the 2009 Project and Program Management Compensation Survey.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fee
Participants $1,500 ▪Nonparticipants $4,500 ▪
PPM On-Time Submission Discount:
Submit your data prior to the May 3 2010 due date* and receive a $200 discount off the $1,500 participant price.
*All submissions must be received by Hewitt Associates by May 3 to receive this discount—no exceptions.
ParticipationPast Participants
Eleven organizations participated in the 2009 Project and Program Management Compensation Survey. Click here to view a list of past participants.
Who Can Participate
All organizations that have a Project Management Office (PMO) or incumbents operating in project or program management roles are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 Project and Program Management Compensation Survey.
Timeline
Collection Materials Available:
February 24
Effective Date of Participant Data:
April 1
Participant Data Submission Deadline:
June 18
Survey Results Published:
September 16
Page 28 Hewitt International Midstream Oil & Gas Industry Compensation Survey
Hewitt International Midstream Oil and GasIndustry Compensation Survey
As a thriving industry, compensation data for industry-specific jobs is scarce. This survey is a direct response to client
demand for key executive and non-executive positions at multi-country levels.
Survey Benefits
As a commitment to the midstream oil and gas industry, Hewitt is pleased to launch the 2010 International Midstream Oil and Gas Industry Compensation Survey. Benefits of the survey include:
Multi-country representation: ▪ Location-specific data for key jobs in the United States, Canada, and the United Kingdom.
▪ Advisory board involvement: Survey capabilities guided by an advisory board of industry partners.
Industry insights: ▪ Survey participation includes an invitation to Hewitt’s 2010 Energy Forum, an environment devoted to timely discussions surrounding energy industry technical and business issues.
General Information
Type of Data Collected
Data collected for each position includes:Base pay ▪Total cash compensation ▪Job matching information ▪Variable pay ▪Long-term incentives ▪Short-term incentives ▪Company/job scopes ▪Geographic pay ▪Overtime practices ▪
Jobs/Skills
Please click here for additional information regarding jobs included in the 2010 International Midstream Oil & Gas Industry Compensation Survey.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fee
Participants N/A ▪Nonparticipants N/A ▪
Participation
Who Can Participate
All organizations engaged in the mid-stream oil and gas industry at a multinational level are invited to participate.
How to Participate
Click here to register your participation in-terest in the 2010 International Midstream Oil & Gas Industry Compensation Survey.
Timeline
Collection Materials Available:
August 16
Effective Date of Participant Data:
July 1
Participant Data Submission Deadline:
September 20
Survey Results Published:
October 29
Page 29 Hewitt Technology Compensation Surveys
Hewitt Technology Compensation Surveys
Page 30 Hewitt HOT Technologies (HOT) Survey
Hewitt HOT Technologies (HOT) SurveyUnited States 2010
In its 14th year, the HOT Technologies Survey provides a unique skills-based approach to industrial technology posi-
tions, leveraging technical skills that employees contribute to your organization.
Survey Benefits
Industry-Specific Skill Focus
The HOT Technologies Survey focuses on leading-edge information technology skills as opposed to benchmark positions. This survey includes over 50 skills, with four levels for each skill. The skills are updated annually to represent what is “hot” in the technology field.
Broad Overview
Data in these results include information on base pay, total cash compensation, stock options, and HR practices for attract-ing, retaining, motivating, and aligning “hot” skilled professionals. The report also includes results broken out by geographic region across the U.S.
General Information
Type of Data Collected
Base pay ▪Variable pay ▪Long-term incentives ▪Pay practices for benefits and perquisites ▪
For each skill set and level combination, tabular data pages display the number of companies reporting the position, the number of incumbents reported, the aver-age, 10th, 25th, 50th, 75th, and 90th percentiles. Pay broken out by type of op-erating platforms is included in standard results. General organizational, benefits, and salary administration information are also included in the results.
Industries Represented
General Industry
Jobs/Skills
Please click here for additional information regarding jobs included in the 2009 HOT Technologies Survey.
Additinal Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fees
Participants $1,200 ▪Nonparticipants $3,600 ▪
HOT On-Time Submission Discount:
Submit your data prior to the May 15, 2010 due date* and receive a $200 discount off the $1,200 participant price.
*All submissions must be received by Hewitt Associates by May 15 to receive this discount—no exceptions.
Participation
Past Participants
Eighty-one organizations participated in the 2009 HOT Technologies Survey. Click here to view a list of past participants.
Participant Criterion
All companies interested are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 HOT Technologies Survey.
Timeline
Collection Materials Available:
April 5
Effective Date of Participant Data:
April 1
Participant Data Submission Deadline:
May 15
Survey Results Published:
July 20
Page 31 Hewitt SAP Skill Compensation Survey (SAP)—Spring
Hewitt SAP Skill Compensation Survey (SAP)—Spring United States 2010
An extension of Hewitt’s HOT Technologies Survey, the SAP survey is a direct response to client demand for timely
and deeply segmented SAP data than is currently available in the market. As it enters its 4th consecutive year, this
survey is conducted twice a year (Spring and Fall).
Survey Benefits
Timely Data for a Dynamic Talent Market
As more organizations begin to implement SAP, the need to stay abreast of current salary trends is imperative. Featured twice a year, participants will have the lat-est data in an ever-changing, aggressive talent market. The 2009 Fall survey cap-tures data on how the current economic climate is affecting SAP talent.
Includes Key Business Analyst Positions
This survey offers the ability to submit a wide array of SAP job positions, from posi-tions involved in programming through functional business analysts and project leads.
General Information
Type of Data Collected
Base pay ▪Variable pay ▪Long-term incentives ▪
Industries Represented
General Industry
Jobs/Skills
Please click here for additional information regarding jobs included in the 2009 SAP Skill Compensation Survey.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fees
Participants $1,500 ▪Nonparticipants $4,500 ▪
SAPS On-Time Submission Discount:
Submit your data prior to the February 26, 2010 due date* and receive a $200 discount off the $1,500 participant price.
*All submissions must be received by Hewitt Associates by February 26 to receive this discount—no exceptions.
Participation
Past Participants
Fifty-three organizations participated in the 2009 SAP Skill Spring Compensa-tion Survey. Please click here to visit the participant list.
Participant Criterion
All companies are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 SAP Skill Compensation Surveys.
Timeline
Collection Materials Available:
January 15
Effective Date of Participant Data:
January 1
Participant Data Submission Deadline:
February 26
Extension: Participant Data Submission Deadline:
March 12
Survey Results Published:
April 22
Page 32 Hewitt SAP Skill Compensation Survey (SAP) - Fall
Hewitt SAP Skill Compensation Survey (SAP)—Fall United States 2010
An extension of Hewitt’s HOT Technologies Survey, the SAP survey is a direct response to client demand for timely
and deeply segmented SAP data than is currently available in the market. As it enters its 4th consecutive year, this
survey is conducted twice a year (Spring and Fall).
Survey Benefits
Timely Data for a Dynamic Talent Market
As more organizations begin to implement SAP, the need to stay abreast of current salary trends is imperative. Featured twice a year, participants will have the lat-est data in an ever-changing, aggressive talent market.
Includes Key Business Analyst Positions
This survey offers the ability to submit a wide array of SAP job positions, from posi-tions involved in programming through functional business analysts and project leads.
General Information
Type of Data Collected
Base pay ▪Variable pay ▪Long-term incentives ▪
Industries Represented
General Industry
Jobs/Skills
Please click here for additional information regarding jobs included in the 2009 SAP Skill Compensation Survey.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fees
Participants $1,500 ▪Nonparticipants $4,500 ▪
SAPF On-Time Submission Discount:
Submit your data prior to the September 30, 2010 due date* and receive a $200 discount off the $1,500 participant price.
*All submissions must be received by Hewitt Associates by September 30 to receive this discount—no exceptions.
Participation
Past Participants
Fifty-three organizations participated in the 2009 SAP Skill Spring Compensa-tion Survey. Please click here to visit the participant list.
Participant Criterion
All companies are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 SAP Skill Compensation Surveys.
Timeline
Collection Materials Available:
Late August
Effective Date of Participant Data:
August 1
Participant Data Submission Deadline:
September 30
Survey Results Published:
November 19
Page 33 Hewitt Energy Industry Compensation Surveys
Hewitt Energy Industry Compensation Surveys
Page 34 Hewitt Energy Marketing and Trading (EMT) Compensation Survey
Hewitt Energy Marketing and Trading (EMT) Compensation Survey United States 2010
The objective of this 15th annual Energy Marketing and Trading Compensation Survey is to provide a useful tool for
analyzing pay levels and practices for 91 positions in this industry.
Survey Benefits
Individual Incumbent Data
This survey collects individual incumbent data rather than averages, capturing an accurate statistical representation for 91 energy marketing and trading roles. For 36 roles, data is collected by four levels of experience (Entry, Qualified, Senior, and a Combination of Levels), totaling over 190 unique roles.
Participant Retention
The survey participant base has main-tained consistency during the survey’s 15-year tenure with over 4,400 incum-bents, and an average of 60–70 compa-nies participating per year. 2009 survey results contain data from 65 companies.
Extensive Segmentation Options
Data is segmented by:Company type ▪(Utility vs. Nonregulated)Energy type ▪(Natural Gas, Electricity, Crude Oil)Experience level ▪(Entry, Qualified, and Senior)Geographic region ▪(NE, SE, MW, TX, West)Markets ▪ - NEW
(Retail, Wholesale) Long-term incentive eligibility ▪
New Positions for 2010
Consider the following new positions introduced for 2010:
Sales & Marketing Functions
780 Mass Marketing Manager ▪
Crude Oil Specific Positions
Trading Functions800 Head of Crude Oil Trading ▪805 Regional Head of Crude Oil Trading ▪820 Manager of Crude Oil Trading ▪821 Crude Oil Trader ▪
Support Functions
829 Head of Crude Oil Supply ▪830 Manager of Crude Oil Supply ▪831 Crude Oil Supply Representative ▪
Marketing/Origination Functions
850 Head of Crude Oil Marketing/ ▪ Origination
855 Region Head of Crude Oil Marketing/ ▪Origination 860 Manager of Crude Oil Marketing/ ▪Origination 861 Crude Oil Marketing/Originator ▪
General Information
Type of Data Collected
Data collected for each position is:Matching title ▪Reports to ▪Experience level (where appropriate) ▪Location of incumbent ▪Base salary ▪Target variable pay ▪Actual variable pay ▪Long-term incentive information ▪
Industries Represented
Energy (Power/Gas)
Jobs/Skills
Please click here for additional informa-tion regarding jobs included in the 2009 Energy Marketing and Trading Compensa-tion Survey.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Timeline
Collection Materials Available:
February 9
Effective Date of Participant Data:
March 1
Participant Data Submission Deadline:
April 8
Survey Results Published:
June 30
Page 35 Hewitt Energy Marketing and Trading (EMT) Compensation Survey
Hewitt Energy Marketing and Trading (EMT) Compensation Survey United States 2010
Timeline
Collection Materials Available:
February 9
Effective Date of Participant Data:
March 1
Participant Data Submission Deadline:
April 8
Survey Results Published:
June 30
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Custom comparator reports are also available upon request. Fee may vary depending upon request.
Results Fee
Participants $1,800 ▪Nonparticipants $5,400 ▪
EMT On-Time Submission Discount:
Submit your data prior to the April 8, 2010 due date* and receive a $200 discount off the $1,800 participant price.
*All submissions must be received by Hewitt Associates by April 8 to receive this discount—no exceptions.
Participation
Past Participants
Sixty-five organizations participated in the 2009 Energy Marketing and Trading Com-pensation Survey. Please click here to visit the participant list.
Participant Criterion
All companies engaged in energy market-ing and trading are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 Energy Marketing and Trading Compensation Survey.
Page 36 Hewitt IEHRA Industry Compensation Survey (IEHRA)
Hewitt IEHRA Energy Industry Compensation Survey (IEHRA)United States 2010
Survey Benefits
Annual Conference
Gain exposure to industry trends, issues and solutions presented by experts at the Independent Energy Human Resources Association 22nd Annual Conference in Chicago October 6-8, 2010. Click here to view the agenda and information about the 2010 Annual Conference.
Industry-Specific Focus
Participants benefit from an industry-specific focus on compensation for over 175 unique jobs—from executive to plant hourly positions. Participants will find jobs and comparators that are relevant to their organization.
Increased Participation
This survey has maintained a consistent participation base, while increasing participation year-on-year. Seventy-eight organizations participated in 2009, an increase of 8% since 2008.
Results Breakouts
Breakouts segment the survey results based on the following attributes:
Company/plant size ▪(revenues/megawatts/number of employees)Region (plant positions) ▪Plant type (plant positions) ▪Union status ▪
Type of Data Collected
Data collected for each position is:n Base pay
Total cash compensation ▪Total cash and long-term incentives ▪Job matching information ▪Union status ▪Variable pay ▪Long-term incentives ▪Company/job scopes ▪FLSA status ▪
Pay Practices Reported
Company information (size, revenue) ▪Variable pay plan design and payout data ▪Experience level (where appropriate) ▪Salary increase information ▪
Industries Represented
Energy Services
Jobs/Skills
Please click here for additional information regarding jobs included in the 2010 IEHRA Energy Industry Compensation Survey.
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Timeline
Collection Materials Available:
March 26
Effective Date of Participant Data:
May 1
Participant Data Submission Deadline:
June 4
Survey Results Published:
August 20
The survey is conducted annually by Hewitt and guided by the Independent Energy Human Resources
Association (IEHRA).
General Information Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fee
Participants $2,000 ▪Nonparticipants $5,000 ▪
Participation
Past Participants
Seventy-eight organizations participated in the 2009 IEHRA Energy Industry Com-pensation Survey. Click here to view the participant list.
Participation Criterion
All companies engaged in energy services are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 IEHRA Energy Industry Compensation Survey.
Page 37 Hewitt Wind and Renewable Energy Compensation Survey (WES)
Hewitt Wind and Renewable Energy Compensation Survey (WES)United States 2010
As an emerging industry, compensation data for wind-specific jobs is scarce and job matches to general energy
products are often difficult. This survey takes the guesswork out of benchmarking by providing valuable data to help
develop the best compensation practices.
Survey Benefits
Rapidly Growing Comparator Group
Demand for wind energy compensation data continues to increase as new companies enter the industry and more established players reach the end of their support contracts with turbine manufacturers. Despite a challenging year in 2009, survey participation increased.
Participant Involvement
Hewitt has worked in-depth with compa-nies during ongoing survey development since 2006. This collaboration has resulted in a significant growth and amount of data in this space.
General Information
Type of Data Collected
Data collected for each position is:Base pay ▪Short-term incentives ▪(including sign-on bonuses)Geographic pay ▪Overtime practices ▪
Industries Represented
Energy (Wind)Renewable Energy
Additional Information
For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.
Results
How to Purchase
The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.
Results Fee
n Participants $1,500 n Nonparticipants $4,500
Participation
Past Participants
Twenty-two organizations participated in the 2009 Wind Energy Compensation Survey. Click here to view the participant listing.
Participation Criterion
All companies engaged in wind energy are welcome to participate.
How to Participate
Click here to register your participation interest in the 2010 Wind and Renewable Energy Compensation Survey.
Timeline
Collection Materials Available:
May 13
Effective Date of Participant Data:
May 1
Participant Data Submission Deadline:
June 15
Survey Results Published:
September 24
Total Compensation Measurement™ (TCM™)*DataEffective Date
Data Collection MaterialsAvailable
Data Due to Hewitt
ResultsReleased
Participant Price
Nonparticipant Price
2010 U.S. TCM Executive*,** 4/1/2010 2/2/2010 4/15/2010 7/31/2010 Varies N/A
2010 U.S. TCM Management & Professional*,** 4/1/2010 2/2/2010 4/15/2010 8/7/2010 Varies N/A
2010 Global TCM 2010*** 2/2/2010 Apr. Jun.–Jul. Sept.–Nov. Varies N/A
U.S. Salary Increase Survey (SIS) 7/1/2010 6/1/2010 7/1/2010 8/31/2010 Complimentary $500
2010 Global Salary Increase Survey*** 1/1/2010 Jun.–Aug. Jul.-Sept. Sept.–Nov. Complimentary $500
2010 Global Salary Planning Report 1/1/2010 Jul. Jul. Sept.–Nov. Complimentary for companies participating in at least 5 local market SIS surveys
$500
U.S. Variable Compensation Measurement™ (VCM™) Survey****
N/A 4/13/2010 6/30/2010 9/17/2010 $1,000 $2,000*Requires 2010, 2011 participation
Global Variable Compensation Measurement Survey*** 1/1/2010 2/15/2010 4/15/2010 8/11/2010 $900 $1,800
U.S. Sales Compensation Survey (SC)**** 3/1/2010 2/17/2010 4/15/2010 8/25/2010 $1,800 N/A
Energy Industry Compensation SurveysDataEffective Date
Data Collection MaterialsAvailable
Data Due to Hewitt
Results Released
Participant Price
Nonparticipant Price
Energy Marketing and Trading (EMT) Survey**** 3/1/2010 2/9/2010 4/8/2010 7/15/2010 $1,800 $5,400
IEHRA Energy Industry Compensation Survey (IEHRA) 5/1/2010 3/26/2010 6/4/2010 8/20/2010 $2,000 $5,000
Wind and Renewable Energy Compensation Survey (WES)
5/1/2010 5/13/2010 6/15/2010 9/24/2010 $1,500 $4,500
* U.S. TCM includes separate data collection materials for General Industry, Retail, and Financial Services. ** Please click here to reference the 2010 U.S. TCM Product Guide to view specific pricing information.*** Global TCM and Global Salary Increase Surveys are available on a country-by-country basis in over 35 markets globally. Click here to reference the 2010 Global Compensation Surveys Product Guide. Check local market for specific schedule information. The month spans for data collection materials available, data due, results released identifying that different markets release materials on different schedules. Global VCM pricing is$900 in most markets, click here to review the Global Compensation Surveys Order Form for specific price per market.”****On-time submission discount applies. See individual survey description for details.
Technology Compensation SurveysDataEffective Date
Data Collection MaterialsAvailable
Data Due to Hewitt
Results Released
Participant Price
Nonparticipant Price
HOT Technologies Survey (HOT)**** 4/1/2010 4/5/2010 5/15/2010 7/20/2010 $1,200 $3,600
SAP Skill Compensation Survey—Spring (SAPS)**** 1/1/2010 1/15/2010 2/26/2010 4/22/2010 $1,500 $4,500
SAP Skill Compensation Survey—Fall (SAPF)**** 8/1/2010 8/31/2010 9/30/2010 11/19/10 $1,500 $4,500
General Industry Compensation SurveysDataEffective Date
Data Collection MaterialsAvailable
Data Due to Hewitt
Results Released
Participant Price
Nonparticipant Price
Auto and Equipment Finance Industry Compensation Survey (AEFI)
4/1/2010 3/18/2010 6/18/2010 7/29/2010 $3,000 $7,500* Requires 2011 participation
Distribution and Fulfillment Center Compensation Survey (DFC)****
4/1/2010 3/1/2010 4/20/2010 8/9/2010 $1,600 $4,800
Health Care Executive Compensation Survey (HCExec) 5/1/2010 3/30/2010 6/25/2010 9/22/2010 $1,200 $3,600
High Demand Clinical Skills Compensation Survey (HDCS)***
5/1/2010 4/9/2010 7/23/2010 Mid Sept. $1,200 $3,600
International Midstream Oil and Gas Industry Compensation Survey (MOG)
7/1/2010 8/27/2010 9/20/2010 10/29/2010 TBD TBD
Project and Program Management (PPM) Compensation Survey****
4/1/2010 2/24/2010 6/18/2010 9/16/2010 $1,500 $4,500
Retail Nonexempt Compensation Survey (RENEX)**** 4/1/2010 3/15/2010 4/23/2010 7/30/2010 $1,400 $4,200
2010 Hewitt U.S. Compensation SurveysDates and prices on all surveys are subject to change or discontinuation at any time without prior notice.Please click on the respective survey name for additional information. Click here to register your participation in our surveys.
Questions? Please send us an email at [email protected], or call 800-441-3078.
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About Hewitt AssociatesHewitt Associates (NYSE: HEW) provides leading organizations around the world with expert human resources consulting and outsourcing solutions to help them anticipate and solve their most complex ben-efits, talent, and related financial challenges. Hewitt works with companies to design, implement, com-municate, and administer a wide range of human resources, retirement, investment management, health care, compensation, and talent management strategies. With a history of exceptional client service since 1940, Hewitt has offices in more than 30 countries and employs approximately 23,000 associates who are helping make the world a better place to work. For more information, please visit www.hewitt.com.
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