(Executive and Information Technology positions included)
Return by:
Tuesday, February 20, 2018
(There will be NO deadline extension due to tight timelines with publishing the survey results.)
See Directions for reporting salary data.
UNDERSTANDING OF CONFIDENTIALITY
This survey questionnaire should be completed with the understanding that:
Organization identity and compensation or benefit information will remain confidential for non-governmental organizations and will not be released without advanced approval by the organization.
The contents and the resulting survey report will not be used in collective bargaining sessions or in grievance proceedings by either Employers Council or the organization.
The resulting survey will be used solely to assist in guiding the effective management of compensation or benefit programs.
Download your data from your HRIS system.
If you have access to your salary data in your payroll or HRIS system, you can download your data and submit an Excel spreadsheet instead of entering the data into the online survey or manually complete the rate sheet.
Did you participate in the 2017 Employers Council Benchmark Compensation Survey? If yes …
You do not need to review all the job descriptions. Look for those positions that have had job description changes. You can find these positions quickly by referring to the Table of Contents page of the Job Description Booklet and look for “Changes for 2018 in this classification”.
If you would like your data from last year’s survey to assist you with matching positions in the 2018survey, please contact .
Looking for specific jobs? Refer to the Job Description Booklet Index.
There is an Index of all surveyed positions in the back of the Job Description Booklet to assist you in matching jobs in your organization to positions in the survey. The Index by Job Code is on pages 77-82; the Alphabetical Index is on pages 83-88.
Focus on Job Families that relate to your industry.
For example, if you DO NOT have manufacturing positions, skip the Production/Production Control Classification.
How do I know if my job is a good match to the survey job description?
Do not merely match job titles. It is the content of the job that determines a good match.
Report only employees who spend 70% or more of their time in the described function.
Note jobs with several levels. Read all descriptions before determining a match.
For Full-Time employees, report FULL-TIME AND FULL-TIME equivalent data. For Part-Time employees, report hourly dollar amount or an annual rate reflecting a 40 hour work week.
Look for key words within a job description (i.e., responsible for, requires, exclude, etc.).
I can’t find a good job description in the questionnaire for an employee.
Do not try to force match every employee into the survey. It is not necessary that you report all of your employees, nor is it necessary that you report for every job in the survey.
No time to make job matches? Need help?
Contact the Employers Council Surveys Department at . We are available to consult with you on how to match jobs in the Benchmark Compensation Survey.
January2018
Dear Survey Participant:
Employers Council is currently conducting the annual Benchmark Compensation Surveyfor Arizona, Colorado, Utah,and Wyoming employers. Enclosed you will find the general information and compensation practice questions, rate sheet for compensation data, and a job description booklet containing the positions being surveyed for 2018.
As a member of Employers Council’s business community, whether you are a small, medium, or large employer, by contributing your wage data you have a unique opportunity to help determine the market rate for jobs in Arizona, Colorado, Utah, and Wyoming. Your participation will help us ensure this survey remains the most dependable, timely, and comprehensive compensation tool available to Employers Councilmembers. Maximum participation is critical so that we can provide accurate information on area pay practices to help your company stay competitive.
How do you want to participate …online, electronic spreadsheet, or manually? It is your choice - refer to the Directions page for more details.If reporting for multiple locations, be sure to identify the geographic location of each employee on the rate sheet.Review theHelpful Tips to Assist in Questionnaire Completion on the previous page.
Changes in this year’s Benchmark Compensation Survey.
We have added a Retail Store Assistant Manager (16848) in the Sales/Marketing/Editorial job family. In the Information Technology section, we have added a Data Analyst (48400) in the Analyst/Architectjob family; Scrum Master (48300) in Project Management, and Search Engine Optimization Analyst (48410) in Web Based Operations.
We have made slight modifications to the Call Center job descriptions in the Sales/Marketing/Editorial job family. In addition, we have a job title and description change to 16819: General Supervisor/Manager – Production/Processing Functions in the Production/Production Control job family.
No later thanFebruary 20, 2018, please complete the enclosed survey questionnaire and return it to Employers Council via email – , mail, or fax at 303.861.0135. If you prefer to complete the survey questionnaire electronically using the Excel Collection Sheet, you can download the spreadsheet at follow the instructions. You may also complete the online questionnaire using the webpage link sent to you in a separate email.
We appreciate your participation in the 2018 Benchmark Compensation Surveyfor Arizona, Colorado, Utah,and Wyoming employers.FREE CUSTOM SURVEY ANALYSIS (CSA): Exclusively available to Employers Council member participants who submit their questionnaire on or before the February 20, 2018 deadline. Utah Grandfathered members must also purchase the survey in addition to submitting a questionnaire by the deadline to be eligible for the free CSA.
Please contact the Employers Council Surveys Department if you have any questions on completing this questionnaire at 800.884.1328 or . Thank you in advance for your support and willingness to participate. Your participation does matter!
Sincerely,
Employers Council Surveys Department
Sue WolfKate McPhersonNatalie Allo
Joe ShellhaasCindy FransuaNurta Mohamed
Cory MartinDominique OrdonezStacey Graham
DIRECTIONS AND DEFINITIONS
Please familiarize yourself with all instructions before filling out the questionnaire.
No organization’s structure or job descriptions will match exactly the jobs outlined in this survey. It is critical that participating organizations match their jobs as closely as possible. Our objective is to provide survey results that accurately reflect competitive pay levels for jobs involving work of a similar nature and performed at a similar skill level.
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
Use Data Closest to, But Not Later than January 1, 2018.
If rates will change within next 30 days, please report new rates.
Submitting Survey Data
You have 4 options – 1) Complete the online questionnaire and upload your spreadsheet of compensation data into the online questionnaire. 2) Enter your data on the rate sheet included in this packet and complete the general information questions. 3) Go to You can then download questionnaire documents to your computer. 4) If you have access to your salary data in your payroll or HRIS system, download your data and submit a spreadsheet andcomplete the general information questions.
Reporting Locations: Arizona, Colorado, Utah, and Wyoming
Arizona:
Metro Phoenix (Maricopa County)
Tucson (Pima County)
Flagstaff (Coconino County)
Other Arizona (Includes other counties not listed)
Colorado:
Denver/Boulder (Adams, Arapahoe, Boulder, Broomfield, Denver, Douglas, Jefferson, and Gilpin Counties)
Northern Colorado (Larimer, Logan, Morgan, and Weld Counties)
Colorado Springs(El Paso, Elbert, and Teller Counties)
Pueblo (Alamosa, Conejos, Costilla, Custer, Fremont, Huerfano, Las Animas, Mineral, Otero, Pueblo, Rio Grande, and Saguache Counties)
Western Slope (Archuleta, Delta, Dolores, Hinsdale, La Plata, Mesa, Moffat, Montezuma, Montrose, Ouray, San Juan, San Miguel, Rio Blanco, and Western Garfield Counties)
Resort (Chaffee, Clear Creek, Eagle, Eastern Garfield, Grand,Gunnison, Jackson, Lake, Park, Pitkin, Routt, and Summit Counties)
Utah:
Wasatch North: (Box Elder, Cache, Davis, Morgan, Rich, and Weber Counties)
Wasatch South: (Salt Lake and Tooele Counties)
Mountainland: (Daggett, Duchesne, Summit, Uintah, Utah, and Wasatch Counties)
Central-Southern: (Beaver, Carbon, Emery, Garfield, Grand, Iron, Juab, Kane, Millard, Piute, San Juan, Sanpete, Sevier, Washington, and Wayne Counties)
Wyoming:
Casper: (Natrona County)
Cheyenne:(Laramie County)
Other Wyoming: (Includes other counties not listed)
If reporting for multiple locations, be sure to identify the geographic location of each employee on the rate sheet.
Photocopy Questionnaire(s)
Please photocopy your completed questionnaire(s) for your records.
Review Job Descriptions
Do not merely match job titles. It is the content of the job that determines a good match.
Note Jobs With Several Levels
Please read all descriptions before determining a match.
Report Only Employees Who Spend 70% Or More Of Their Time In The Described Function
Do Not Report The Same Employee In More Than One Job
Do not match an incumbent in both the traditional job description and the matrix.
Do Not Try To Force Match Every Employee
It is not necessary that you report all of your employees, nor is it necessary that you report for every job in the survey.
Report FULL-TIME, FULL-TIME EQUIVALENT and PART-TIME Employees
For Part-Time employees working fewer than 35 hours per week, if not Full-Time equivalent, report hourly dollar amount or an annual rate reflecting a 40 hour work week.
Job Title
Please provide your organization’s job title in the space provided by each job. This helps us in working with job matches and assists you in completing future surveys.
Exemption Status
Indicate if the incumbent is exempt under Federal Wage-Hour Law.
Actual Rates
Report the number of employees receiving each actual rate. Do not report averages.
Annual Bonus/Incentive
If the incumbent is eligible for additional compensation (bonuses/ incentives) as a percentage of base salary or lump-sum payment, provide the annual cash incentive for the last fiscal/calendar year.
Target Bonus/Incentive %
Indicate if the incumbent is eligible for additional compensation in the form of a bonus/incentive payment. The percent should reflect targeted figures and not just earned income.
Established Rate Range
Formally established limits of pay for a given job. Exclude step progressions (wage increases granted at fixed intervals based solely on length of service).
Minimum - The lowest rate that can be paid to an entry-level employee who is qualified to perform the minimum requirements of the job.
Maximum - The highest rate an employee can obtain in the job.
For IT positions, you may want to consult your IT Director.
Exclude:
shift premiums; overtime premiums; lead differentials
rates for unique situations, such as demotion or accommodation, where an incumbent is paid more/less than you would normally pay for the position
temporary and seasonal employees
Include:
additional compensation granted in equal amounts to all employees in a job (e.g., cost-of-living accumulations)
established rate range even if the position is vacant
(continued on reverse side)
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
DIRECTIONS AND DEFINITIONS (continued)
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
All Employees: Total of non-exempt and exempt turnover; non-exempt + exempt = total all employees.
Average Number of Employees: The average workforce during 2017; refers to full-time, “regular” employees.
Total Number of Separations
Separations Include:
-employee initiated resignations
-organization initiated terminations
-transfers within your organization but to adifferent location
-permanent reduction in force
Separations Exclude:
-temporary employees
retirements and deaths
-part-time employees (employees working less than 35 hours per week)
-employees on an approved leave of absence
-employees on temporary or indefinite layoff except those who were actually terminated during a layoff in 2017
Employee Initiated Separations:
-Include data for employee initiated resignations only.
Organization Initiated Separations:
-Include data for organization initiated terminations.
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
Each employee matched in a management position must match the job description and supervise the level of subordinates indicated.
A supervisor must supervise at least one employee to be reported.
Do not report lead persons in management positions.
Exclude:
Lead Workers and Working Foremen not exempt from overtime provision of Federal Wage-Hour Act.
First-Line Supervisor:
Responsible for the production or services of the department or area and directs the work of non-exempt and/or non-supervisory exempt employees
Authorizes work procedures and assigns duties
Hires, fires, promotes, demotes, transfers, disciplines, and grants raises or effectively recommends such action
Exempt or can qualify for exemption from overtime provisions of Federal Wage-Hour Act
Second-Line Manager:
Meets the same requirements as above except directs the work of first-line supervisors and/or possibly a few non-exempt and/or non-supervisory exempt employees or exempt supervisors. This may be considered a Director level.
Functional Manager:
This manager manages a function, not people. May have administrative support but no functional employees.
Functional Employees:
Performs work related to the function. For example a HR Assistant or Payroll Clerk are functional employees for HR and accounting respectively
Lead Person:
Performs work tasks at proficient level
Plans, schedules and delegates work to others
Verifies and/or inspects work of others
Trains and guides less experienced employees
May not make formal decisions concerning hiring, firing, promotions, raises, transfers, demotions or disciplinary action
Journey Level:
Fully qualified to perform the work tasks. The level of skill is above that of an apprentice/junior/entry level and below that of a senior/master level. Typically referred to as an intermediate level.
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
Any questions about a job match or filling out this questionnaire should be directed to the
Employers Council Surveys Department at 800.884.1328 or .
Please returnyour completed questionnaire no later thanTuesday, February 20, 2018.
There will be NO deadline extension due to tight timelines with publishing the survey results.
Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers2018
GENERAL INFORMATION QUESTIONNAIRE
1.00
Full Organization Name:Name of Person Completing Questionnaire:
Street Address and Zip Code (if different than on cover):
Phone Number: / FAX Number: / E-Mail:
2.00Location and Employment Size.Report the total number of regularly scheduled (full-time / part-time)
employees currently on your local payroll) in the following geographic areas:
of Empls / Colorado / Enter #
of Empls / Utah / Enter #
of Empls / Wyoming / Enter #
of Empls
Metro Phoenix / Denver/Boulder / Wasatch North / Casper
Tucson / Northern Colorado / Wasatch South / Cheyenne
Flagstaff / Colorado Springs / Mountainland / Other Wyoming
Other Arizona / Pueblo / Central-Southern
Western Slope
Resort Areas
Arizona:
Metro Phoenix: Includes all of Maricopa County
Tucson: Includes Pima County
Flagstaff: Includes Coconino County
Other Arizona: Includes other counties not listed
Colorado:
Denver/Boulder: Includes the counties of Adams, Arapahoe, Boulder, Broomfield, Denver, Douglas, Jefferson, and Gilpin
Northern Colorado: Includes the counties of Larimer, Logan, Morgan, and Weld
Colorado Springs: Includes the counties of El Paso, Elbert, and Teller
Pueblo: Includes the counties of Alamosa, Conejos, Costilla, Custer, Fremont, Huerfano, Las Animas, Mineral, Otero, Pueblo, Rio Grande, and Saguache
Western Slope: Includes the counties of Archuleta, Delta, Dolores, Hinsdale, La Plata, Mesa, Moffat, Montezuma, Montrose, Ouray, San Juan, San Miguel, Rio Blanco, and Western Garfield
Resort Areas: Includes the counties of Chaffee, Clear Creek, Eagle, Eastern Garfield, Grand, Gunnison, Jackson, Lake, Park, Pitkin, Routt, and Summit
Utah
Wasatch North: Includes the counties of Box Elder, Cache, Davis, Morgan, Rich, and Weber
Wasatch South: Includes the counties of Salt Lake and Tooele
Mountainland: Includes the counties of Daggett, Duchesne, Summit, Uintah, Utah, and Wasatch
Central-Southern: Includes the counties of Beaver, Carbon, Emery, Garfield, Grand, Iron, Juab, Kane, Millard, Piute, San Juan, Sanpete, Sevier, Washington, and Wayne
Wyoming:
Casper: Includes Natrona County
Cheyenne: Includes Laramie County
Other Wyoming: Includes other counties not listed
GENERAL INFORMATION (continued)
3.00Total number of employees in the Information Technology Department:
4.00Do you contract out any IT positions? Yes (% of IT outsourced %) No
5.00Type of Organizational Unit (check one):
1.0 Corporate: Headquarters of organization with one or more divisions or subsidiaries OR a Single Unit Organization with no divisions or subsidiary operations.
2.0 Division or Subsidiary: Corporate entity wholly-owned by parent organization OR a major profit center operating unit of divisional organization.