Texas Compensation Trends & Pay Practices

Zach Batson Sales Manager PayScale, Inc. Karaka Leslie Partnership Manager PayScale, Inc.

www.payscale.com

14,000 Positions 3000 Customers 11 Countries

250 Compensable Factors 40 Million Salary Profiles

Agenda

oGeneral Market Trends

oDiscuss 5 Compensation Best Practices

o Immediate Action

oQ & A

• Surveyed over 4,000 respondents • Themes:

– Financial Performance – Wage Growth – Hiring Practices – Retention Concerns – Managing Increases

• Company size breakdown: – Small: < 100 employees - 45% – Medium: 100 - 1,000 employees - 34% – Large: >1,000 employees – 21%

Source: http://www.payscale.com/hr/compensation-practices-survey

General Market Trends

Source: http://www.payscale.com/hr/compensation-practices-survey

Dallas & Houston vs. National Trends

What is the PayScale Index? • The PayScale Index measures the change in pay of employed workers over time,

and makes predictions about how national wages might change for the next quarter

What specifically does the PayScale Index measure? • The PayScale Index specifically measures the quarterly change in total cash

compensation of full time private industry employees

Five

Compensation

Best Practices

1) Understand Your Labor Market

2) Understand Your Jobs

3) Create a Competitive Strategy

4) Build a Structure

5) Pay for Performance

Understand Your Labor Market

Understand Your Labor Market

•Who do you compete with?

• Size, Location, Revenue, Industry

•Who can you compete with?

Labor Market - Industry & Size

THE COMPETITION The Competition

YOU

The Competition

Where could your employee work?

Market Differentials vs. COLA

Headline: HOUSTON IS HOT!

Understand Your Jobs

Understanding Your Jobs

•Work Gets More Specialized

•Hot Skills in Texas

•Not All Jobs Are Created Equal

•Hot Jobs in Texas

Hot Skills in Texas

Engineering Well Production Engineering Precision Measurement Drilling Engineering Oil and Gas Formation Evaluation Chemical Process Engineering Reservoir Engineering Distributed Control Systems (DCS) Tungsten Inert Gas (TIG) Welding Industrial Hydraulics

Financial Financial Modeling Statistical Analysis

Other Loan Underwriting Data Modeling

Without Specialty

With Specialty

Skills Can Play a Role

Hot Jobs in Texas Process Technician- 16.01% Geologist- 15.33% Technical Advisor- 13.96% Chemical Operator– 13.62% Cost Engineer–13.11% Quality Assurance (QA)/Quality Control (QC) Inspector– 12.68% Occupational Therapy Assistant (OTA)– 12.52% Pharmacy Technician, Lead– 12.02% Production Operator–11.66% Petroleum Geologist–11.40% Project Control Specialist–10.93% Health & Safety Engineer–10.79% Physical Therapy Assistant–10.75%

% increase year over year

“The market” changes for each job

94.000

96.000

98.000

100.000

102.000

104.000

106.000

108.000

110.000

2011Q1

2011Q2

2011Q3

2011Q4

2012Q1

2012Q2

2012Q3

2012Q4

2013Q1

2013Q2

2013Q3

Software Developer Median Pay Across Time for Texas

Software Developer United States

85.0

90.0

95.0

100.0

105.0

110.0

2011Q1

2011Q2

2011Q3

2011Q4

2012Q1

2012Q2

2012Q3

2012Q4

2013Q1

2013Q2

2013Q3

Sales Director Median Pay Across Time for Texas

Sales Director United States

Create a Competitive Strategy

Why Have a Comp Strategy? We asked thousands of HR and business leaders* about their top challenges in compensation. They said:

1. Retain. They don’t want to risk losing employees by underpaying them, or losing money by overpaying them

2. Attract. To compete for talent, job offers must match the market and the unique factors driving pay for their jobs.

3. Motivate. Drive performance with strategies that reward top performers while aligning with company goals.

4. Confidence. Having the science to back up decisions and conversations with executives and employees.

Source: http://www.payscale.com/hr/compensation-practices-survey

Competitive Strategy

• Understand business goals

• Who is your market?

•How competitive do you want to be?

•What do you want to reward?

Competitive Strategy

• Vary strategy by department

• Base your decisions on key roles

Build a Structure

Build a Structure

• Let the structure guide your business forward

• Keep it current

•Decide what’s important for you

Advantages of Pay Structures

Provide alignment to business strategy

Clarify relative worth of the position internally & externally

Ensure fair pay (legally defensible)

Define a pay range for a position

Create clear career paths

Room to reward your employees based on performance, tenure, etc.

Building a Structure

Source: http://www.payscale.com/hr/compensation-practices-survey

Pay for Performance

Performance

Top people concerns among senior business executives are:

oCreating a high-performance culture

o Leadership development

oTalent Management

oTraining

Market Trend:

Ongoing Shift Toward P4P

Source: Hewitt Survey – U.S. Salary Increases 2009/2010 and Impact on Org Spend for 2010

When crafting next years budget vs. this year the use of Across the board increases down by 50% Use of Variable Pay has increased 300%

Merit Matrix

Immediate Action

Elementary • Know your jobs

• Have an understanding of the market

Intermediate • Discuss a compensation strategy with leadership

• Know what you want to reward and what you value

• Build guidelines that reflect a compensation strategy that works for your business

Advanced • Find new and creative ways to incorporate performance pay

• Know how your pay practices stack up against your exact competition for talent

• Communicate you pay strategy with management

• Develop a strong compensation structure

Immediate Action

Special Offer for

Texas HR

Professionals

PayScale Delivers Where Other Compensation Providers Fall Short PayScale leads the world in compensation knowledge with the freshest and most detailed data from over 40 million salary profiles. More than 3000 organizations use PayScale’s software and intelligence to get the greatest return on their talent. Smart businesses use PayScale Insight to recruit, retain and motivate their people.

Visit our blog: www.payscale.com/compensation-today

Join our Group on LinkedIN: Compensation Today: HR Best Practices

Zach Batson Sales Manager PayScale, Inc. Karaka Leslie Partnership Manager PayScale, Inc.

www.payscale.com