The Culpepper eBulletin
2007 Articles & Surveys
December 2007
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Compensation Strategies to
Recruit and Retain Talent
with Hot Technical and Scientific Skills
In a war for talent, technology and life science
organizations must find effective and creative ways to attract, retain,
and motivate key talent with highly desirable skill sets. This article
provides results from a
Culpepper Pay Practices & Policies
Survey on strategies and best
practices for compensating technical and scientific employees with hot
skills. Details include methods for compensating employees with hot skills,
including hiring bonuses, market pricing targets, base pay premiums, and
common ways to determine hot skills.
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International Pay
Rates Vary Widely by Country and City
Our annual international geographic pay analysis of technology and life
science
industry wages reveals significant differences in market wages by
country and city. This year’s international Culpepper Geographic Pay
Index (CGPI) includes relative market wage scores for over 30 countries
and 70 international cities. In 2007, the highest wages are found in
Zurich, Switzerland and the lowest wages are found in Mumbai,
India.
November 2007
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401(k)
Plans: Practices and Trends
We report results from a
Culpepper Benefits Survey
on
retirement plans
offered to U.S. employees. The practice of automatic enrollment and the
addition of Roth 401(k) features continue to rise in popularity. Results
include information on employee enrollment, eligibility, and employer
contributions to 401(k) plans.
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Using Geography to Accurately Price Jobs
Our annual geographic pay analysis
highlights the importance of carefully considering the influence of
geographic location when market pricing pay rates for most jobs.
This month, we report results from a Culpepper Pay Practices &
Policies Survey
on geographic pay differential practices, including average number of
geographic differentials, methods for assigning locations to
differentials, and employee eligibility levels. We also analyze how pay
varies between U.S. geographic locations and demonstrate why it is risky
to use broad geographic regions to market price jobs.
October 2007
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Short-Term Cash Incentives Vary
Significantly by Location and Job
Over the last few years, pay-for-performance has been a hot topic,
particularly with executive compensation. An increasing number of
companies are using short-term cash incentive programs to reward all
types of employees for individual performance and organizational
results. This
Culpepper Pay Practices & Policies
Survey examines the use of short-term cash incentives
for technical, operations, and life science employees across North
America, Asia-Pacific, and Europe.
September 2007
- 2008 Projected Base Salary Increases
Our annual global survey of base salary increases reveals that most IT,
technology, and life science organizations plan to increase base salaries
at a higher rate in 2008. This year's report includes data on base salary
increases for over 50 countries across the Americas, Asia-Pacific, and
Europe, the Middle East and Africa (EMEA).
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Expenses Covered Under U.S. Health Plans
We report results from a
Culpepper Benefits Survey
on expenses covered by comprehensive medical plans as well as
supplementary stand-alone plans offered to U.S. employees.
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Costs and Coverage of U.S. Dental Benefit Plans
We report results from a
Culpepper Benefits Survey
on dental benefits offered to U.S. employees. Data is provided on types of
expenses covered, monthly premiums, orthodontics, and reimbursement
limits.
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Labor Market Update for the
Pacific Northwest
This article, with excerpts from the Fall 2007 edition of Applied HR Strategies' HR Intelligence Newsletter, highlights labor market
conditions in the Pacific Northwest.
August 2007
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Hiring
Bonuses: A Recruiting Tool for Key Talent
We report data from
a
Culpepper Pay Practices & Policies
Survey on eligibility, bonus amounts, and
payment schedules for IT, technology, and life science organizations with
hiring bonus programs. These programs typically focus on recruiting top
technical talent.
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Referral
Bonuses: A Popular Way to Bring in New Talent
Referral bonus programs are a common method to reward employees for
referring new hires. We report data from
a
Culpepper Pay Practices & Policies
Survey
on employee eligibility, bonus
amounts, and payment schedules.
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Using
Retention Bonuses to Hang on to Key Employees
About one-third of technology and life science companies use retention
bonus programs to retain key employees during mergers, acquisitions, and
organizational restructuring. We report data from
a
Culpepper Pay Practices & Policies
Survey
on retention bonus
eligibility, calculations, amounts, and payment terms.
July 2007
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Severance Pay: Current Trends and Practices
We report results from a
Culpepper Pay Practices & Policies
Survey on severance
policies and practices.
Details are presented by company size and job level on
general practices, calculation methods, severance pay amounts, and
additional severance benefits.
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Consumer-Driven Health Plans Increase in
Popularity: HSAs Lead the Way
We report results from a
Culpepper Benefits Survey on Consumer-Driven Health
Plans (CDHPs) offered to U.S. employees. Interest in Health Savings Accounts (HSAs) and Health
Reimbursement Arrangements (HRAs) is rising. Results include detailed
information on High-Deductible Health Plans used in conjunction with HSAs.
June 2007
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Equity Compensation Practices: The Dust Begins to Settle
We report results from a
Culpepper Pay Practices & Policies
Survey
on equity pay practices in technology and life science companies. Compared
to last year, few companies changed the types of equity they use in their
compensation programs. However, half of them did change how they use these
vehicles.
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Health Plans Offered to U.S. Employees
We report results from a
Culpepper Benefits Survey
on health plans offered to U.S. employees. Details are presented
on premiums, deductibles, out-of-pocket maximums, lifetime limits, and
co-payments for PPO, HMO, and POS health plans.
May 2007
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Compensation Performance
Metrics: Align Your Employees with Corporate Goals
We report results from a
Culpepper Pay Practices & Policies
Survey on
compensation performance metrics used in IT, technology, and life science
companies. Data is presented by company size and job function.
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Short-Term Cash Incentives:
Plans for Operations, Technical and Life Science Employees
The final installment of our three-part series on short-term incentive
plans reports from
Culpepper Pay Practices & Policies
Survey
provides data on short-term incentive pay eligibility and targets
for business operations, technical and life science employees. We provide
critical information to consider when designing your pay-for-performance
plans.
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Workplace Environment: A
Key Component for Attracting & Retaining Top Talent
Workplace environment is a key consideration in recruiting and retaining
employees.
We report results from a
Culpepper Benefits Survey
on
workplace environment, including dress code requirements, workspace
allocation, and company-sponsored activities and events.
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Labor
Market Update for the Pacific Northwest
This article includes excerpts from the
Spring 2007 edition of Applied HR Strategies' HR
Intelligence Newsletter.
April 2007
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Short-Term
Cash Incentives: Plans for Sales and Field Operations Employees
When designing short-term incentive plans, it is important to consider
the differences by job type and level. This report from
Culpepper Pay Practices & Policies
Survey
provides data on short-term incentive pay eligibility and
targets for broad employee groups followed by specific data for sales and
field operations employees.
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Outsourcing
Practices for 2007
We report results from last month’s Culpepper Trends Survey on
outsourcing plans for 2007. Details are provided on plans for outsourcing
various business functions, changes in outsourcing practices, and the most
popular countries providing outsourcing services.
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Group Life
and AD&D Benefits
Group life and AD&D insurance remain common benefits provided by companies
to U.S. employees. We report results from a
Culpepper Benefits Survey including data on premium payment, maximum payout amounts,
and supplemental insurance options.
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Disability
Benefits
We report results from the
Culpepper Benefits Survey on
short-term and long-term disability benefits. Data is provided on premium
payments, employee eligibility, coverage, and maximum payout amounts.
March 2007
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Short-Term
Cash Incentives: Plans for Executives
When designing short-term incentive plans, it is important to consider the
differences by job type and level. This report from
Culpepper Pay Practices & Policies
Survey
provides data on short-term incentive pay eligibility and
targets for broad employee groups followed by specific data for
executives.
- Use of H1-B and
L-1 Visas
We report results from a Culpepper Trends Survey on the
planned use of non-immigrant U.S. visas in technology and life science
companies during 2007. Details are provided on how companies plan to use
H-1B and L-1 visas, including payment of legal fees and the most popular
sources for technical talent.
February 2007
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Specialization Impacts Pay
for HR Professionals
Median compensation levels for HR professionals
specializing in employee development, recruiting, and compensation analysis run
7% to 19% higher than HR Generalists. We provide compensation data for eight
positions in HR, highlighting market pay differences.
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Headcount Changes for 2007
We report results from last month’s
Culpepper Trends Survey on worldwide
headcount changes. In this four-part article, details on headcount changes are
provided by country for percent of companies planning changes, as well as
projected headcount percentage increases.
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Paid Time-Off
Policies & Practices
We report results from a
Culpepper Benefits Survey on paid time-off policies and practices.
Results include information on the number of days provided under both
traditional and annual leave models by employment tenure.
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Education and
Training Programs: Policies & Practices
We report results from a
Culpepper Benefits Survey
on education and training
programs in 2007. Results include details on reimbursement requirements, average
company payouts, and budgets.
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Labor Market Update for the Pacific
Northwest
This article, with excerpts from the winter 2007 edition of Applied HR Strategies' HR Intelligence Newsletter, highlights labor market
conditions in the Pacific Northwest.
January 2007
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Strategies to
Control Compensation Costs in 2007
We report results from a
Culpepper Pay Practices & Policies
Survey on how
companies plan to control compensation costs in 2007. In this four-part
article, we present strategies impacting base pay, variable/incentive pay
and equity-based compensation for executive, sales, operations, and
technical employees.
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Company Size
Drives Executive Cash Compensation
We report data from a
Culpepper Pay Practices & Policies
Survey
on five executive positions,
illustrating the impact of company size on pay levels. As company size
increases, CEO's pull away from the pack.
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