Welcome to Winona SHRM | Winona Area SHRM



[pic]

Dear Human Resource Colleague:

The La Crosse and Winona Chapters of the Society for Human Resource Management are excited to introduce a Compensation Survey for the year 2012. Please take a few minutes to complete this confidential survey. Your input is very important to the results. Find out how your compensation compares to other employers in the La Crosse & Winona areas and gain an effective new tool for your retention efforts. The survey results will be provided for La Crosse, for Winona, and as an aggregate of both.

COST:

When the results are available, you will receive notification of the process required to obtain a copy of the completed survey. The cost for the survey results will be:

$50 All participants

$75 LASHRM / WINSHRM members who did not participate

$100 Non-members who did not participate

DEADLINE:

The deadline to submit the completed survey is Thursday, July 12, 2012. Please save your completed survey as your company’s name and send it as an attachment to Megan Weibel at @ . If you do not receive an acknowledgement of receipt within three business days of your submission, please call Megan to confirm your survey was received. You may submit your data anonymously, if required. However, this does not allow for follow-up questions if anything is uncertain, nor will this permit the participant discount.

CONFIDENTIALITY:

LASHRM strictly maintains the confidentiality of survey data. No organization will be identified in the survey. Information provided will be categorized without reference to any employer. If there are less than two firms contributing salary data for a position, no information will be provided in that area.

INSTRUCTIONS:

Please participate in this survey by completing all applicable sections with the actual current pay data, not your salary ranges. We are seeking the lowest amount currently being paid for that position, the highest amount anyone in that capacity is earning at this time, the median amount, and the average of all employees in the position. This is a Microsoft Word form. To toggle through the document, please use the tab key. If you have any questions, please contact Megan Weibel at 608-787-7120 or @ .

Thank you for your participation in this survey and for helping build our profession’s body of knowledge.

Sincerely,

LASHRM Compensation Survey Committee

Demographics (Note: this data is for committee use only)

Company Name:      

Address:      

City/State/Zip:      

Telephone:      

Primary Contact:       Title:      

Email:      

Alternate Contact:       Title:      

Reporting for: La Crosse Winona

Indicate the total number of employees in the location for which you are reporting:

1-10 11-50 51-100 101-500 501+

Workforce type: Union Non-union Both

Type of industry:

Manufacturing Retail

Government/Education Health Services

Utility/Communications/Transportation Finance/Insurance/Real Estate

Business/Professional/Personal Services Not-for-profit

Other      

When completing the rest of the survey, please note the data requested for each section:

Exempt Status: Indicate whether the position is paid on a non-exempt (hourly) or exempt (salary) basis.

Number of Employees: Number of active employees currently employed in the position.

Current Hourly Rates: Please enter the minimum, average (all employee wages in that position divided by the number of those employees), median (the midpoint between the minimum amount paid and the maximum amount paid) and maximum hourly wage that your employees are currently paid in each job position. If the employee’s pay is expressed as an annual salary, please convert it to an hourly rate (ex: 40 hrs/wk = salary ( 2080 hrs/yr).

Bonus Received This Past Year: Please check the box if a bonus was paid to persons in this position.

Maximum Current Tenure per Position: The longest length of service provided by a current full/part-time employee for any particular position. Please round the length of service to even years.

| |# of |Non-e|Exem| | | |

| |Employ|xempt|pt | | | |

|Position |ees | | | | | |

| | | | |Current Employees’ Hourly Rates |Position | |

| | | | |(not salary grade ranges) |Eligible |Max Current|

| | | | | |for |Tenure of |

| | | | |Min Average Median Max |Bonus |Position |

| | | | | |Money |(in years) |

| | | | | |(( if yes)| |

|ACCOUNTING / FINANCE |

| |4 |X | |8.50 |8.91 |9.83 |

|Example Response | | | | | | |

|Accounts Payable / Accounts Receivable Clerk: | | | | | | |

|Maintains voucher records, accounts receivable ledger, posts payments | | | | | | |

|received and invoices to customer accounts, assists in the summarizing| | | | | | |

|and settling balance with general ledger accounts; and performs | | | | | | |

|checking and posting duties incidental to payment of vendors’ | | | | | | |

|accounts. | | | | | | |

|ACCOUNTING / FINANCE (cont.) |

|Teller: Receives and pays out money. Keeps records of money and |      | | |      |      |      |

|negotiable instruments involved in a financial institution’s various | | | | | | |

|transactions. | | | | | | |

|ADMINISTRATION AND ADMINISTRATIVE SUPPORT |

|Chief Executive Officer, Chief Operating Officer |      | | |      |      |      |

|Or President: Establishes policies, goals and objectives and | | | | | | |

|manages/directs the organization toward its objectives. | | | | | | |

|ENGINEERING |

|Drafter/CAD Operator: Prepares clear, complete and accurate working |      | | |      |      |      |

|plans and detailed drawings from rough or detailed sketches or notes | | | | | | |

|for engineering or manufacturing purposes, according to specified | | | | | | |

|dimensions using computer and specially designed software. | | | | | | |

|HEALTH CARE & RELATED |

|Coder: Assigns appropriate ICD-9CM codes to charge tickets for billing|      | | |      |      |      |

|purposes. Ensures that ICD-9CM and CPT-4 codes are updated and | | | | | | |

|reviewed regularly for accuracy. Monitors physician and physician | | | | | | |

|extender coding practices. Ensures all charges are accredited for and| | | | | | |

|entered in a timely manner. | | | | | | |

|HEALTH CARE & RELATED (cont.) |

|Certified Medical Assistant: Prepares examining areas & patients for |      | | |      |      |      |

|examination by physician. Records patient’s medical history & other | | | | | | |

|relevant data. Assists physician with patient examinations & minor | | | | | | |

|surgical procedures. May administer injections or give treatments | | | | | | |

|under direction. Schedules or performs clinical procedures as | | | | | | |

|physician directs. In smaller clinics, may perform medical records | | | | | | |

|and business related tasks. | | | | | | |

|HEALTH CARE & RELATED (cont.) |

|Surgical Technician: Performs technical assistance to the physician |      | | |      |      |      |

|during surgical and diagnostic procedures. Provides patient care to | | | | | | |

|surgical patients in the operating room under the supervision of the | | | | | | |

|registered nurse. | | | | | | |

|HEALTH CARE & RELATED (cont.) |

|Certified Nurse Midwife: Member of the primary health care team who |      | | |      |      |      |

|works with physicians and other medical staff to provide comprehensive| | | | | | |

|health care to women. Collects and reviews patient histories, | | | | | | |

|performs physical and psychological health assessments, fetal | | | | | | |

|assessments in the antepartum and intrapartum periods, periodic | | | | | | |

|assessments of labor progress and spontaneous vaginal deliveries. | | | | | | |

|HEALTH CARE & RELATED (cont.) |

|Laundry Worker: Operates laundry equipment - washers, dryers, extractors, hand irons, mangles, etc. Collects and sorts soiled laundry; folds, stacks, and |

|delivers clean laundry; cleans equipment and work area. |

|Human Resource Assistant: Records employee information such as |      | | |      |      |      |

|personal data, compensation and benefit information. Examines | | | | | | |

|employee files to answer questions from authorized individuals. May | | | | | | |

|administer aptitude tests, conduct reference checks, and handle | | | | | | |

|employee orientations. | | | | | | |

|Payroll Supervisor/Manager: Manages the payroll function. Assigns work, posts earnings to payroll summary and computes quarterly federal and state tax reports. |

|Network Technician: Resolves computer software and hardware problems |      | | |      |      |      |

|of users. Receives telephone calls or emails from users having | | | | | | |

|specific problems. Talks with users to determine source of specific | | | | | | |

|error and recommends solutions. Also may work with user in person to | | | | | | |

|determine solutions to software and hardware problems. | | | | | | |

|MAINTENANCE |

|Janitor / Cleaner: Performs heavy cleaning duties, i.e. cleaning |      | | |      |      |      |

|floors, shampooing rugs, washing walls and glass and remove rubbish. | | | | | | |

|May tend furnace and boiler. | | | | | | |

|NON-PROFIT ORGANIZATIONS |

|Caseworker: Assist individuals/families requiring social service intervention.  Interviews and evaluates applicants for services. (Note: Social Worker is under |

|Health Care section) |

|Purchasing Agent: Coordinates activities involved with the procuring |      | | |      |      |      |

|goods and services for firm. Negotiates with vendors to obtain optimum| | | | | | |

|quality, cost, terms, etc. | | | | | | |

|QUALITY, PRODUCTION, AND SHIPPING/RECEIVING |

|Quality Assurance Inspector: Develops, formulates and conducts quality|      | | |      |      |      |

|control programs using advanced inspection methods, tests, devices and| | | | | | |

|control techniques. May conduct studies to determine cause, effect and| | | | | | |

|corrective measures to remedy deviations from standard. | | | | | | |

|QUALITY, PRODUCTION, AND SHIPPING/RECEIVING (cont.) |

|Welders: Lays out, fits, and fabricates metal components to assemble |      | | |      |      |      |

|structures such as machinery frames, bridge parts, and pressure | | | | | | |

|vessels, using knowledge of welding techniques, metallurgy, and | | | | | | |

|engineering requirements. Reads blueprints and follows weld | | | | | | |

|specifications with limited supervision to complete work as required. | | | | | | |

|QUALITY, PRODUCTION, AND SHIPPING/RECEIVING (cont.) |

|Shipping & Receiving Clerk: Verifies and keeps records on incoming |      | | |      |      |      |

|and outgoing shipments. Prepares items for shipment. Duties include | | | | | | |

|assembling, addressing, stamping and shipping merchandise or material;| | | | | | |

|receives, unpacks, verifies and records incoming merchandise or | | | | | | |

|material; and arranges for the transportation of products. | | | | | | |

|SAFETY |

|Worker’s Compensation Coordinator: Administers the work injury reporting program and recordkeeping in accordance with the relevant laws; coordinates worker’s |

|compensation benefits; and monitors temporary modified and transitional return-to-work programs. |

|Customer Service Representative (CSR): Responds to service requests, |      | | |      |      |      |

|inquiries and complaints over the phone or in person, processes | | | | | | |

|customer orders, corresponds with customers and ensures maximum | | | | | | |

|goodwill from contact. | | | | | | |

|Customer Service Manager: Manages the customer service function and |      | | |      |      |      |

|supervises CSR’s who are responsible for processing orders, | | | | | | |

|corresponding with customers and ensuring fulfillment. | | | | | | |

|SALES AND MARKETING (cont.) |

|Outside Sales Representative: Markets services and products for |      | | |      |      |      |

|agency. Makes contact with customers. Provides liaison between | | | | | | |

|customers and production supervisors or managers. | | | | | | |

|Sales Manager: Manages sales activities. Directs staffing, training and performance evaluations to control sales program. Analyzes market statistics to develop |

|sales campaigns and create sales quotas. Prepares reports for management. |

Cashier: Provides superior customer service, accurately ringing customer's purchases using a cash register and making change. Duties include maintaining the company location, customer relations, and product preparation. |      |

|

|      |      |      |      |

|      | |Bartender: Mixes following standard recipes and serves alcoholic and nonalcoholic drinks to patrons of bar. Collects money for drinks served. Orders or requisitions liquors and supplies. Arranges bottles and glasses to make attractive display. May prepare drink garnishments and/or appetizers, such as pickles, cheese, and cold meats.   |      |

|

|      |      |      |      |

|      | |Waiter/Waitress Formal:   Serves meals to patrons according to established rules of etiquette, working in formal setting. Presents menu to diner, suggesting dinner courses, appropriate wines, and answering questions regarding food preparation. Relays order to kitchen and serves courses from kitchen and service bars. Garnishes & decorates dishes preparatory to serving. Observes diners to respond to any additional requests and when meal has been completed. Totals bill and accepts payment or refers patron to cashier. May carve meats, bone fish and fowl, and prepare flaming dishes at patron's table.   |      |

|

|      |      |      |      |

|      | |Waiter/Waitress Informal: Serves food to patrons at counters and tables of coffee shops, lunchrooms, and other dining establishments where food service is informal: Presents menu, answers questions, and makes suggestions regarding food and service. Relays order to kitchen and serves courses from kitchen and service bars. Observes guests to respond to additional requests and when meal has been completed. Totals bill and accepts payment.  May ladle soup, toss salads, portion pies and desserts, brew coffee, and perform other services as determined by establishment's size and practices. May clear and reset counters or tables at conclusion of each course. |      |

|

|      |      |      |      |

|      | |Hotel Clerk:    Performs any combination of following duties for guests of hotel or motel: Makes and confirms reservations. Greets, registers, and assigns rooms to guests. Date stamps, sorts, and racks incoming mail and messages. Transmits and receives messages. Answers inquiries pertaining to hotel services; registration of guests; and shopping, dining, entertainment, and travel directions and may make reservations or tour arrangements. Keeps records of room availability and guests' accounts, manually or using computer. May post charges, such as room, food, liquor, or telephone, to ledger, manually or using computer. Computes bill, collects payment, and makes change for guests. May deposit guests' valuables in hotel safe or safe-deposit box. May rent dock space at marina-hotel. May work on one floor and be designated Floor Clerk. |      |

|

|      |      |      |      |

|      | |

Additional Questions: Are all positions in your company eligible for a bonus? Yes No

What criteria do you use to determine if a position is eligible for a bonus? Please check all that apply

Exempt Status Management Individual Productivity Performance Other:      

Do you track hours of your exempt staff? Yes No If yes, what is the average number of hours expected from your exempt staff to fulfill the duties of their positions?       hours per week

Production and Technical Compensation

Shifts and Workweeks:

Please specify how many shifts you operate: 1 shift 2 shifts 3 shifts Other (Please specify)      

Please specify the total working hours per week (without overtime hours). (Mark only one.)

less than 37.5 hours/week 37.5 hours/week

between 37.5 and 40.0 hours/week 40.0 hours/week more than 40 hours/week

Which type of shift do you utilize? (Mark all that apply)

7.5 hours/shift 8.0 hours/shift

10.0 hours/shift 12.0 hours/shift Other (Please specify)      

Do you rotate shifts? Yes No

Shift workers and pay differentials (if applicable)

Please specify the number of production workers on your 2nd and 3rd shift and the method used to pay them:

Number of workers $ Shift Differential (over day rate) or % Shift Differential (over day rate)

2nd shift             $/hour      %

3rd shift             $/hour      %

Overtime Formulas

Please specify the formulas you use to calculate overtime pay for production employees:

7.5+ hours/day 1½X 2X Other      

8.0+ hours/day 1½X 2X Other      

12.0+ hours/day 1½X 2X Other      

36.0 hours/week 1½X 2X Other      

37.5+ hours/week 1½X 2X Other      

40.0+ hours/week 1½X 2X Other      

Other Method 1½X 2X Other      

Description of Other Method      

If extra overtime is available for weekends / holidays, how is it paid?

Saturdays 1½X 2X Other      

Sundays 1½X 2X Other      

Holidays 1½X 2X Other      

Thank you very much for your participation in this survey!

-----------------------

2012 La Crosse and Winona Compensation Survey

................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download