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Pa Sca , I c.315 Fif Av Sui 700, S a , WA 98104888-699-0702 | www.pa sca .c /pr

PAySCAle ComPenSAtIon DAtA methoDologIeS

F r u rus ur c p sa i da a, u d k w w r i c s fr . t a s w w ak ur c c iand ltering methodology completely transparent.

W c c a d r p r a ur w sa ar da a. our c p sa i da a c s fr c pr siv sa ar surv s aspa a wid ra f i dus ri s a d rap ic ca i s. I f r a i is v u ari s f-r p r d b p s.

our da a is c a a d u bias d. W d b d sa ar da a fr u ip da a s urc s r sa ar surv s, w ic alead to averaging errors. We do not arti cially age our salary data. All data must be less than 365-days old (and is

f ss a 90-da s d). W d x rap a r su s r app ra c s - f- ivi adjus s ur sa arda a i rd r s i a ca ark ra s.

Fi a , w va ida v r sa ar da a p i wi b c a d rai d da a xp r s. W r p r sa ar da a

a as b va ida d b ur surv s s a d c p sa i da a a a d fa s wi i ur a r quir s.

Salary Data CollectionPa Sca c c s sa ar da a fr p s. t r u ur i sa ar surv , w ad i is r a c pr sivsalary survey to individuals that collects a wide range of pay and job pro le information. In return for this information,i dividua s r c iv a fair ark va ua i r p r a c par s r p p jus ik . t r ar offers, payments or other incentives made to individuals to encourage them to ll out a personal pro le.

W v f u d a b aski p s qu s i s a k w a sw rs , w ca cap ur i f r a i ar a iza i s d rack i ir a a a s s s. Qu s i s ik duca i v , u iqu ski s a d

certi cations, total years in eld, as well as job responsibility. These questions uncover the factors that directly impactp pa , ab i hR pr f ssi a s ik u d r i w a p s s u d b paid bas d irv , bu ir i dividua ski s s.

Salary Data Integrity Pa Sca u i iz s a c bi a i f c iqu s sur da a i ri a d va idi . R bus s a is ica a a sis,au a d da a va ida i ru s, a d a ua s udi s wi 3rd par surv s sur a surv r c rds i c ud d iyour datasets are accurate, reliable, and free from biases. Every submitted pro le has to pass through our validationrules and statistical analysis in order for it to be included in our database. Any data pro les that do not pass ourva ida i ru s a d s a is ica a a sis, r ar d d qu s i ab , i c p , r dup ica , ar us d icalculating compensation reports. In addition to these measures, PayScale includes a sampling of anonymous pro lesus d bui d ur c p sa i r p r s a u ca r vi w d r i c parabi i wi ur w circu s a c s.

PayScale | Methodology

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Fi d u w Pa Sca ca sav ur r a iza i i a d . Ca -fr (888) 699-0702 r ai sa s@pa sca .c .

Pa Sca , I c.315 Fif Av Sui 700, S a , WA 98104888-699-0702 | www.pa sca .c /pr

PayScale | Methodology

Salary Data AnalysisOur salary survey-based compensation methodology maintains every individual pro le in its entirety, preserving the

d ai s a ak ac p u iqu .

Unlike some of our competitors, PayScale does not modify or blend pro le data based on general in ationadjus s, r a da a bas d ra wa i cr as r ds. W a s d app ra c s - f- ividifferentials by region because how pay varies by location is very job and employer speci c.

W us s curr da a p i s avai ab a d w r p r av ra a f da a p i s r p r d. t is wa wav id rr us assu p i s f ad b r da a pr vid rs c k w as av ra s f av ra s a d

surv s f surv s.

PayScale by contrast allows users to build their own job de nition along with certain compensable factors that areu iqu ir j b, r a iza i a d i cu b .

Salary Data Integrity Our salary survey-based compensation methodology maintains every individual pro le in its entirety, preserving thed ai s a ak ac p u iqu .

Unlike some of our competitors, PayScale does not modify or blend pro le data based on general in ationadjus s, r a da a bas d ra wa i cr as r ds. W a s d app ra c s - f- ividifferentials by region because how pay varies by location is very job and employer speci c.

W us s curr da a p i s avai ab a d w r p r av ra a f da a p i s r p r d. t is wa wav id rr us assu p i s f ad b r da a pr vid rs c k w as av ra s f av ra s a d

surv s f surv s.

PayScale by contrast allows users to build their own job de nition along with certain compensable factors that areu iqu ir j b, r a iza i a d i cu b .

or a iza i a Fac rs:I dus rl ca iType of organization (e.g. pro t vs. non-pro t)C pa siz

Position or Employee Speci c Factors include:

R va xp ri c i Fi d/Car rJ b Ski s a d Sp cia i s c ssar p rf r j b( . . C++, P dia rics)Certi cations

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Fi d u w Pa Sca ca sav ur r a iza i i a d . Ca -fr (888) 699-0702 r ai sa s@pa sca .c .

Pa Sca , I c.315 Fif Av Sui 700, S a , WA 98104888-699-0702 | www.pa sca .c /pr

PayScale | Methodology

Position or Employee Speci c Factors (Contd):educa i l v

And additional job speci c criteria (e.g., number of employees supervised, number of beds in hospital,l a Prac ic Ar a, c)

I is c bi a i f s fac rs ab u r a iza i , j b, a d i cu b a xp ai w j bs paid what they do in the marketplace. PayScales algorithms search our entire database to nd the most currentpro les that match your de nition and then analyze the relative interaction of all these statistically signi cant payin uencers to determine the value of YOUR UNIQUE job or employee in the marketplace.

Compensation Data Reportingma sa ar da a pr vid rs us j b i s w c pari c p sa i v s, w ic ads br ad, arbi rardata sets. And that just isnt suf cient research for making business-critical decisions about your companysc p sa i .

Pa Sca as s ab is d up 100 c parab da a p i s f r ac r p r . B caus a c s ar pr cis , xc d radi i a sa p siz s i s a is ica pr cisi f r c paris s f is a ur .

Additionally, PayScale does not calculate or report data if the number of data points is insuf cient to provide aa i fu r pr s a i f ark .