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.
View Article
Disability Benefits Survey
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.
Participate and
Receive Results
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.
Participate and
Receive Results
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.
View Article
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.
Salary Increase Budgets for 2009 and 2010
Salary Range Structure Increases for 2009 and 2010
Board of Directors & Trustees Compensation Survey
Online reports for our new
Board of Directors & Trustees Compensation Survey
will be available to participants on December
7, 2009.
Our new Board of Directors & Trustees Compensation Survey
covers corporate and non-profit board compensation for
outside, non-employee director positions. Corporate
positions include chair, vice chair, lead independent
director, and board director with breakouts for audit,
compensation, finance, and nominating & governance
committees. Non-profit positions include chair, vice chair,
and board director/trustee.
Organizations that participate by December 6, 2009 qualify
to receive a free one-year subscription with access to
custom online reports. Online reports will be available to
participants on December 7, 2009.
Learn More
Introducing StrategicPay™
Series Toolkits
to Help Build Compensation Programs
Culpepper
has formed a partnership with Applied HR Strategies
to provide Culpepper survey participants with a series of
toolkits to enhance their use of pay data and build
technically-sound and competitive pay programs.
Learn More
In Case You Missed It
The following articles appeared in recent issues of the
Culpepper eBulletin.
Incentive Eligibility Varies by Job
Contributions to
401(k) Plans Decline
In Future Issues
The following topics and survey results will be covered in future issues of the
Culpepper eBulletin.
-
Long-Term
Incentive Trends & Practices Surveys
-
Geographic
Pay Differential Practices Survey Results
-
Pay
Differences by Geographic Location
About Culpepper
Culpepper and Associates, founded in 1979, conducts
worldwide salary surveys and provides benchmark data for
compensation and employee benefit programs. Over 1,500
organizations use Culpepper survey data to benchmark their
total rewards programs. We report worldwide data for
companies of all sizes, ranging from small private firms to
multi-national corporations.
The Culpepper eBulletin is a free monthly
compensation and benefits newsletter with current trends
based on our research of technology, alternative energy,
life science, and healthcare industries.
