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PR Compensation & Benefits Survey: Overview, Timing, and Proposed Changes

Learn about the Council of Public Relations Firms 2012 Domestic Compensation & Benefits Survey, including its timing, distribution method, and proposed changes.

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PR Compensation & Benefits Survey: Overview, Timing, and Proposed Changes

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  1. Council of Public Relations Firms2012 Domestic Compensation and Benefits SurveySurvey Overview and Proposed Changes COUNCIL of PUBLIC RELATIONS FIRMS

  2. 2012 Domestic Compensation & Benefits Survey Timing (discussion item detailed later) • Distribute questionnaires by February 15 • Participant data due to Deloitte by April 15 • Full reports produced by late June/early July • Presentations of results in July Technology • Policy data to be collected via website • Individual compensation data to be collected via spreadsheets Cost • Included in dues for all Council members who participate in the survey • Firms who do not participate in the survey may purchase the report: • $1,000 for firms with 1-3 offices • $2,000 for firms with 4-5 offices • $5,000 for firms with 6 or more offices

  3. General Survey Process: Distribution of Results Distribute of an electronic copy of detailed compensation survey results • Search function for ease of use • Searches available by city, job code and revenue • Data pages can be printed by individual job • Data can be exported into Excel spreadsheet • Electronic survey provided on CD or password protected website

  4. General Survey Process: Distribution of Results Currently the distribution method includes a hard copy of survey results in three binders: • Compensation Binder • Benefits Binder • Billing Rate Binder Polling Question: How many firms prefer the printed survey reports to the CD database?

  5. General Survey Process: Geographic Data Cuts Geographic regional cuts covering multiple cities: • Firms report data on all employees (including employees outside of selected cities), so that data can be included in the regional and national cuts • The regions are as follows: • Northeast (with and without NYC and DC) • Southeast • Midwest • North Central • Southwest • Southern CA • Northwest (with and without SF)

  6. Geographic Regions North Central Region Pacific Northwest Region Midwest Region Northeast Region Southeast Region Southern California Region Southwest Region

  7. General Survey Changes to Consider • Position billing rate data included in both job data and separate section • Add question(s): Do you quote projects based on blended rates? If so, do they vary by specialty? Can you report typical rates by specialty? (Or perhaps, report rates for your most commonly used blended rates) • Custom survey reports comparing participant data to market data excluding the participant firm • Change revenue groups to be the following: • < $3 million • $3 million - $10 million • $10.1 - $50 million • > $50 million

  8. General Survey Changes 4. Effective Date • 2010 survey effective date was June 1st • Earlier effective date was requested for salary planning/budgeting purposes • Must have 90 days to be compliant with anti-trust regulations • Some participants can not report bonus and merit data until May so they would be reporting old data if the effective date fell before May Polling Question: How many firms would report old data if the effective date was March 1? April 1? May 1?

  9. Compensation Section Changes • If participants indicate merit increases are effective annually (common review date), ask follow up question regarding which month they are effective • The following positions need to be discussed and prioritizedin terms of whether to add to the survey: • Technology/Digital Positions • Examples include Producer, Web Developer, Chief Technology Officer, Creative Director, Art Director • Intern Positions • Undergraduate • Graduate • Research/Analytics Positions • Examples include Research Manager/Director • Move the following two titles in our examples: • Account Manager • Partner/Sr. Partner Please see the following two pages for additional detail…

  10. Compensation Section Changes Currently Jr. Account Manager and Account Manager are both listed as Account Level 2. Same with Jr. Account Executive and Account Executive • Move Jr. Account Manager/Jr. Account Executive to Level 1? • Move Account Manager/Account Executive to Account Level 3 and then Move Sr. Account Exec to Level 4?

  11. Compensation Section Changes Currently Account Level 7 lists SVP and then EVP is listed next to Sr. Partner. Partner is not listed. Add a Partner level or add Partner to existing level and move Sr. Partner up (as shown below)?

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