The Culpepper eBulletin
2009 Articles & Surveys
November 2009
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Salary Range Structure Practices
Salary structures are an
important component of effective compensation programs and help
ensure that pay levels for groups of jobs are both externally
competitive and internally equitable.
Results from the 2009 Culpepper Salary Range Structure
Practices Survey include
market data and practices for designing and managing base salary
ranges and structures.
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Disability Benefits Survey
The Culpepper Disability Benefits Survey focuses on
short- and long-term disability benefits provided to U.S.
employees, including eligibility, premiums, waiting periods,
duration of coverage, payout amounts, and voluntary supplemental
insurance.
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Life Insurance Benefits
Survey
The Culpepper Life Insurance Benefits Survey
focuses on group life insurance provided to U.S. employees,
including eligibility, premiums, benefit amounts, accidental
death & dismemberment coverage, and voluntary supplemental
insurance.
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Long-Term Incentive Trends & Practices Survey
(Available November
23, 2009)
The Culpepper Long-Term Incentive Trends &
Practices Survey focuses on long-term incentives and equity
compensation, including stock options, restricted stock
shares/units, performance-based shares/units, SARs, phantom
stock, and employee stock purchase plans.
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Geographic Pay Differential Practices Survey
(Results Available
Early December)
The
2009 Culpepper Geographic Pay Differential Practices Survey
focuses on how companies account for pay differences between
geographic locations, including eligibility by job level, number
of differentials used, how differentials are determined,
approaches used for making pay adjustments, and pay adjustments
for employees transferring from a high-paying area to a
low-paying area.
September/October 2009
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Sales Pay Mix Varies by
Position
When
designing a sales compensation plan it is important to consider
differences between types of sales positions and the impact they have on
influencing and closing sales. The following article highlights
variations in sales pay mix and issues to consider when deciding how
much compensation to tie to cash incentives.
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Salary Increase
Budgets for 2009 and 2010
Results from the
2009-2010 Culpepper Salary Increase Budgets
Survey
reveal that companies are
continuing to make significant changes to their salary budgets. This
year’s report includes data from
835 participating organizations across 73 countries and 17 international
geographic regions. Topics include plans for eliminating salary freezes
and reversing salary reductions.
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Salary Range Structure Increases for 2009 and 2010
July/August 2009
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Paid Time-Off
Benefits Hold Steady During Recession
Results from a recent
Culpepper Benefits Survey
on paid time-off programs reveals that some companies have
curtailed their paid time-off benefits in response to the
economic downturn. However, most companies have protected their
paid time-off benefits to help retain high-performing employees
and key talent.
June 2009
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Flexible Work Arrangements:
Popular Alternatives to Enhance Benefits Programs
The
economic downturn has forced most companies to reduce expenses and the
level of benefits provided to employees. To offset the sting from cuts
to benefit programs, an increasing number of companies are offering
flexible work arrangements to enhance work-life balance, improve morale,
and prevent the loss of valuable
employees. Results from a recent Culpepper Benefits Survey
reveal that 90 percent of companies offer one or more
flexible work arrangements to employees.
May 2009
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Incentive Eligibility Varies by Job
and Location
An increasing number of companies are giving more employees across
different jobs the opportunity to earn variable, performance-driven
incentives for achieving individual and organizational goals. This
article provides a high-level analysis of short- and long-term incentive
eligibility for operations, technical, and life science employees in the
U.S. and Canada.
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Contributions to 401(k) Plans Decline
Contributions to 401(k) and other defined contribution retirement
plans have taken a hit
from the economic downturn. Results from a recent Culpepper Benefits
Survey on 401(k)
plans reveal that 21 percent of companies providing 401(k) plans to U.S.
employees have
either decreased or eliminated employer contributions.
April 2009
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Most Companies
Forecast Modest Headcount Growth in 2009
Despite a weak economy, most technology and life science
companies remain optimistic that the job market will begin
to recover in 2009. Results from a 2009 Culpepper Trends
Survey on hiring, headcount, and turnover reveal that 62
percent of companies plan on increasing their headcount in
2009.
March 2009
February 2009
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