Culpepper Compensation Surveys are designed for business use by executives, HR professionals, finance professionals, and other management.
We do not sell data to consumers, preventing any possible or perceived conflicts of interest with our corporate participants.
Source of Data
We collect compensation data directly from HR professionals in participating organizations,
and our analysts carefully verify all data before entry into our database.
You can use our data with confidence in both the source and survey methodology.
Year-Round Survey Cycle
We collect and report updated compensation data year-round, allowing you to base your compensation decisions on always-current data. Since we collect and update compensation data throughout the year, our data more accurately reflects changes in the market compared to surveys that only collect and report data once a year.
At the beginning of each month, we publish new datasets with current data for our online reports. To ensure consistency in the data you are using, you have the option to use the latest dataset or continue working with an existing dataset.
Annual cash compensation in each dataset is age adjusted to a common effective date using budgeted base salary increase factors provided by our participants. You can choose from multiple datasets with different effective dates, including current, past, and future (projected) dates.
We fully recognize the sensitivity of survey participant and client data and hold individual company and incumbent-level data in strictest confidence
Data submitted to Culpepper is not disclosed to or resold by third parties.
Survey data is only published in aggregate form and is never displayed or released by Culpepper
in such a way that a participant's company or employee pay levels, practices, or personally identifiable information (PII) could be determined.
Our analysts thoroughly review all submitted survey data for completeness and accuracy. We carefully verify all new data submissions before they are imported into our report database.
All participants are required to provide us with contact information, in case we need to ask questions or resolve issues about submitted data.
If a survey submission is incomplete or contains questionable data points, our compensation analysts contact the participant directly to verify or obtain the necessary information.
Throughout the year, as new data is imported and old data is removed, we conduct detailed audits of our survey database to ensure that report outputs are reliable and valid.
We adhere to
Safe Harbor Guidelines from the U.S. Department of Justice (DOJ) and Federal Trade Commission (FTC), providing antitrust protection to our survey participants.
Our compensation surveys meet the
U.S. Department of Labor (DOL) criteria for salary surveys used to determine prevailing wages for work visas (e.g., H-1B) and labor certification.
We take seriously our obligations to secure the data we collect, as well as an individual's rights to understand how we use and control their data.
This includes implementation of internal processes and protections to ensure compliance with data protection laws,
General Data Protection Regulation (GDPR) adopted by the European Union, where applicable.