In an industry still reeling from the recent recession, A/E firms continue to explore new ways to provide competitive employee compensation while controlling labor expenditures.
ZweigWhite’s Compensation Survey Package— which includes the 2010-2011 Management Compensation Survey (regular $395) and the 2010 Incentive Compensation Survey (regular $445)— offers two resources that can help you effectively manage your compensation plans to attract and retain top talent for only $599— a savings of over $240!
The 2010-2011 Management Compensation Survey covers total compensation for top managers, including project managers and information technology, human resources, financial and marketing directors. This survey can help you answer:
The 2010 Incentive Compensation Survey covers profit sharing as well as signing, referral, performance, and other bonus plans. This survey can help you answer:
- How do your bonus plans compare to other firms?
- What kinds of incentive compensation programs are the most successful in attracting top talent as well as motivating and retaining current employees?
- How do firms your type, size, or location, calculate bonus amounts?
- Among your peers, has spending on incentive compensation increased or decreased this year?
- How will spending change in the future?
- What are the challenges in providing competitive and effective incentive compensation programs?
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The Compensation Survey Package includes the 2010 Incentive Compensation Survey and 2010 Management Compensation Survey
The 2010 Incentive Compensation Survey provides important data that firms can use to:
- Improve the programs you already have in place
- Start up new plans from scratch
- Decide who should receive which types of bonuses, how often, and at what amounts
- Find out how firm leaders rate different plans
- Discover which bonus types have been the most successful for motivating, recruiting, and retaining staff
Get specific information on:
The 2010-2011 Management Compensation Survey provides data on:
- Information on salaries of other managers and the rest in the industry
- The type of managers that are to receive bonuses
- Comparison on bonuses from the recent year vs. the previous year
- The type of management positions that earn the most
- The type of compensation package given to managers in the industry
The 2010 Compensation Survey Package is the all-inclusive report to help you make informed decisions related to your compensation plans. These two resources that can help you manage the compensation plan that attracts and retains top talent. You won’t find this kind of data anywhere else!
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Topics for 2010 Incentive Compensation Survey include:
Profit Sharing: Industry research shows nearly all firms base bonuses on company profits, and close to half of firms have profit-sharing plans. With firms’ actual formulas, eligibility standards, and annual spending, this report will show you what your competition is doing in regard to profit sharing.
Performance Bonuses: In order to rise above your competition, it’s important to know what other firms in the business are doing in terms of rewarding high performing employees. Whether they’re using metric criteria or qualitative ratings to calculate the amounts, this report will tell you how much firms are spending on performance bonuses.
Signing and Retention Bonuses: Often a large factor in obtaining top talent, this type of incentive compensation plan can make the difference between a potential key employee choosing to work at your firm or with one of your competitors. Find out what other firms like yours are doing to draw in and retain the top talent in the field.
The 2010-2011 edition of The Management Compensation report breaks down as follows:
Project Managers. For the purposes of this survey, a project manager is anyone who holds the title “Project Manager” and/or spends time managing one or more projects. Their responsibilities typically include tracking budgets and schedules, marketing and sales, quality assurance, fee collection, and other areas of business.
Information Technology Directors. In this chapter you’ll get statistics on IT directors’ compensation packages. An IT director is defined as the one person in a firm whose primary role is information technology, who heads up the information systems overall, and who oversees information technology staff.
Human Resources Directors. The human resources director is defined as the individual who guides the company’s activities in staff recruitment, development, and retention, works to minimize employment-related liability exposure, and oversees the firm’s human resources staff.
Financial Directors. We asked firms to provide information about the top person in their firm who manages their finance and accounting. In large firms there may be many employees involved with finance and accounting, but firms were only asked to report on the person with the highest day-to-day responsibility for financial matters. In addition to the categories mentioned above, data in this section are also broken down by the manager’s title or status within their firm.
Marketing Directors. A marketing director is defined as the one full-time, dedicated marketer who heads up the marketing effort overall and oversees the marketing staff.
Principals. Principals are the key players and primary leaders of a firm. They may or may not be owners or officers of their firm, but probably are. This chapter shows data for all principals such as presidents, executive vice presidents, and vice presidents.
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