Administrative Entity

Compensation Survey and Analysis Update

 

March, 2004

 

Prepared By:



A.  Purpose of the Research and Analysis Update:

The purpose of this survey update is to establish current market salary and benefits levels relative to NoRTECís administrative entity positions.  The compensation update and review is necessary as a part of the process of ensuring current levels that are kept consistent with the labor market and add value to staff recruitment and retention efforts. 

 

B.  Scope of Analysis:

 

These positions as a unit are responsible for the administration and oversight of employment and training programs in Butte, Del Norte, Lassen, Modoc, Plumas, Siskiyou, Shasta, Tehama and Trinity Counties, serving a population base of over 580,000. 

 

C. Methodology:

 

A total of 16 survey participants responded with comparable positions and complete data as requested via a telephone interview and email questionnaire.  As part of the process of analysis, job descriptions for each position were obtained and knowledge, skills and abilities for each position were benchmarked to ensure accurate comparability.  Key organizational issues factored into the analysis included:


  • Organization Size   
  • Organization Scope
  • Organizational Structure
  • Annual Budget
  • Amount of Special Funding
  • Subcontracted Funding Amounts
  • Geographic Region
  • Full-time Equivalent Employees
  • Population Base


The key positional issues factored into the analysis included:

 

  • Educational Requirements
  • Experience Requirements
  • Level of Responsibility
  • Level of Decision Making/Judgment Required
  • Knowledge, Skills & Abilities Required

 

Through the process of conducting the survey, it once again, as in past surveys was confirmed that NoRTEC is a very unique entity. Nearly all of the organizations in this industry combine the administrative and service provision into one entity, or some combination thereof, with many of them administered through traditional public systems of delivery.

 

Additionally, most organizations with similar scope in terms of population base, level of responsibility and often timeís budget have a much larger staff.  NoRTECís innovative model requires positions that are structured differently from those positions that are part of a broad based, specialized large management team.  In an effort to address these issues, agency profiles are included in this report (See Section I) to present some of the significant contrasts for consideration by the reader.

 

D. Survey Participants:

A total of 16 participants provided current and complete information for the purposes of this survey:

 

E.  Survey Summary:

Results indicate the mean salary range for each position as follows:  (For specific results see matrix in Section F)

 

These results reveal that at NoRTEC two of the six salaries for the above positions are currently at a level below the mean range, one is currently at the minimum level of the mean range, two positions fell just under the median level of the mean range and one position is currently at the median level of the mean range.

 

F.  Matrix:

The following matrix is included to provide the reader with an opportunity to quickly review participant salary levels relative the means and current NoRTEC salary levels. 

Note:  The following information was obtained in confidence.  In order to maintain integrity and ethical standards in the human resources industry, the specific results associated with the survey participant shall not be revealed without participant authorization.

 

Link To Salary Survey Matrix


G. Benefit Compensation Levels:

 

The following figures represent the percentage of benefits to salary ratio currently provided by participants in this survey:

 

Participant #   1: 30%

Participant #   2: 27%

Participant #   3: 32%

Participant #   4: 30%

Participant #   5: 30%

Participant #   6: 30%

Participant #   7: 46%

Participant #   8: 47%

Participant #   9: 38%

Participant # 10: 40%

Participant # 11: 45%

Participant # 12: 30%

Participant # 13: 32%

Participant # 14: 30%

Participant # 15: 30%

Participant # 16: 32%

 

These results reveal a mean percentage of benefits to salary at approximately 34%.  Interviews with participants revealed that due to significant increases in workerís compensation and health insurance costs, they have either been forced to reduce benefit levels to employees in order to keep their ratio at about 30%.  Those who havenít reduced benefits, now have a ratio closer to 45%.   With NoRTECís benefit ratio currently at 30%, it is recommended that the existing benefits compensation packaged be reviewed and potentially updated to ensure the total compensation package is indeed in line with market rates.

 

H.  Recommendations:

 

The following recommendations are proposed in accordance with the previously established compensation philosophy of NoRTEC Executive Board Leadership, which is to compensate staff at a level adequate to retain, and if necessary replace, the top level, high performing team members that currently, cumulatively have achieved substantial longevity and as well as increased regional level growth, resources and opportunities for the consortium communities they serve.  Additionally, the recommendations have taken into consideration organizational values as they relate to compensation and internal equity, specifically referencing the established preference for compensation levels that are stable and equitable for the positions of Director of Fiscal Operations, Director of Program Operations, Director of Program Services and Systems Administrator.

 

In order to ensure that NoRTEC continues to be successful in recruiting, retaining and compensating talent at a rate that is fair and consistent with the current market conditions as well as empower the organization to meet the growing needs of the communities they serve, and if budgetary conditions allow, the following adjustments are recommended:   

With a current salary of $57,500 and the survey results indicating a mean range of $57,402 to $72,460 it is recommended that an increase be applied, bringing it up to the maximum level of the mean range of the market at $72,460.

With a current salary of $57,500 and the survey results indicating a mean range of $57,565 to $71,577 it is recommended that an increase be applied, placing it just above the maximum level of the mean range of the market, and ensuring internal equity at $72,460.
With a current salary of $57,500 and the survey results indicating a mean range of $57,565 to $71,577 it is recommended that an increase be applied, placing it just above the maximum level of the mean range of the market, and ensuring internal equity at $72,460
With a current salary of $88,000 and the survey results indicating a mean range of $80,655 to $99,557 it is recommended that an increase be applied, bringing it up to the maximum level of the mean range of the market at $99,557.

I.  Participant Profiles

The following profiles are included to provide the reader with summaries of the complete details as to participant comparability and position specifications, to be taken into consideration in making sound decisions relative to potential salary adjustments.

Note: The following information was obtained in confidence. In order to maintain integrity and ethical standards in the human resources industry, the specific results associated with the survey participant shall not be revealed without participant authorization.

Participant Profile 1 Participant Profile 5 Participant Profile 9 Participant Profile 13
Participant Profile 2 Participant Profile 6 Participant Profile 10 Participant Profile 14
Participant Profile 3 Participant Profile 7 Participant Profile 11 Participant Profile 15
Participant Profile 4 Participant Profile 8 Participant Profile 12 Participant Profile 16