2009 Compensation & Benefits Survey Questionnaire

2009 Compensation & Benefits Survey
Questionnaire
Any systematic approach to sound salary and benefits administration requires complete, accurate and
reliable survey data. It is your reporting that counts. Please complete this compensation and benefits
questionnaire and return it by July 31, 2009, so that we may in turn provide you with the most reliable
data possible. This survey is also offered online here: http://www.hrsource.org/olstart/olsite/index.cfm.
Your userID/password are supplied on the cover letter included with this mailing, or call or email us to
have it sent again.
Please Print: (This information will remain confidential and will not be re-distributed to any third parties.)
Completed by: __________________________________________________
Organization: _____________________________________________________
Phone: ______________________________________________
Email: _________________________________________________________
INSTRUCTIONS
To make this survey the greatest value to you and to all other participants, please follow these instructions carefully:
QUESTIONS 2 & 3: Please provide information for these two questions based on your location. This information is used to
present data in different formats in the results.
PAY PERIOD: Report salaries for the pay period nearest to July 1, 2009.
REPORTING PAY: Base rates are defined as actual straight time pay. Do not include overtime premiums, shift differentials,
bonuses or any other incentives or variable pay components. Straight time salaries are usually
automatically adjusted when cost of living allowances (COLA) become effective, therefore, COLA
adjustments should be included in the rates you report.
JOB MATCHING Read the position descriptions carefully and compare to jobs in your organization. If responsibilities of
PERCENTAGE: jobs in the survey coincide with your positions by 70% or better, report data for the matched position. If
jobs do not coincide with those in the survey by at least 70%, do not report data for that job. If an
employee has responsibilities that could fit under more than one job, report their salary under the position
where they spend the majority of their time.
COMPLETED Questionnaires must be returned to The Management Association of Illinois, or participate online here:
SURVEYS: http://www.hrsource.org/olstart/olsite/index.cfm. Your userID/password can be found in the original cover
letter that was sent to you. Please contact surveys@hrsource.org to have it resent via email.
QUESTIONS? Contact Kristy Williams (ext. 252 or kwilliams@hrsource.org), Monica Zborowski (ext. 265 or
mzborowski@hrsource.org), or Jean Hannon (ext. 238 or jhannon@hrsource.org) at The Management
Association of Illinois (800) 448-4584.
Conducted by:
The Management Association of Illinois 1400 Opus Place, Suite 500, Downers Grove, IL 60515 (800) 448-4584 (630) 963-2800 FAX
surveys@hrsource.org
© 2009 The Management Association of Illinois

Carefully read each question and choose the response that best matches your organization’s
offerings or policies. Please select more than one answer, if applicable, only where indicated.
SALARY INCREASES
1. Projected salary increases for July 2009 - June 2010:
Exempt Management, Supervisory or Professional _______%
Non-exempt Office/Technical _______%
Hourly Service/Installers _______%
DEMOGRAPHICS
2. Total number of employees: Full-time: __________ Part-time: _________
3. Total sales revenue for the most recent fiscal year: $______________
RETIREMENT PLANS
4. What type of pension/retirement plan do you provide? (check 3 all that apply)
Defined Benefit Plan (traditional Pension plan)
401(k)
Simplified Employee Pension (SEP) Plan
Deferred Profit Sharing Plan
Money Purchase Benefit Plan
Other Defined Contribution Plan _________________
No plan provided (skip to #13)
Defined Benefit Plan (if no Defined Benefit Plan, skip to #9)

5. Is your plan fully funded:
Yes
No
6. What is the formula for calculating retirement payments for a Defined Benefit Plan?
Final average pay
Career average pay
7. May employees make additional voluntary contributions (excludes 401(k))?

Yes
No
8. Is your retirement savings plan tied to Social Security benefits?

Yes
No
© 2009 The Management Association of Illinois 2

Defined Contribution Plan (if no Defined Contribution Plan, skip to #13)

9. What is the contribution based on:
Percent of base salary
Match, based on employee contribution
Discretionary contributions
10. How soon may employees participate?

Immediately
After first quarter or 90 days
After six months
One year
More than one year
11. What is the vesting schedule?

100% immediately
Graded vesting, 100% by 6 years
Graded vesting, 100% by 5 years
Cliff vesting, 100% by 3 years
Other
12. Is there an extension of group medical benefits offered to retirees where premiums are
at least partially paid by company?
Yes, all employees
Yes, top management only
No
LIFE INSURANCE
13. When do your employees become eligible for life insurance coverage?
Immediately
After one month
After two months
After three months
After probationary period
Life Insurance not offered (skip to #18)
14. What percentage of the premium for life insurance is paid by the company? _____%

15. How is the amount of insurance determined?

Flat dollar amount $____________
1 times annual salary
1½ times annual salary
2 times salary
Other salary formula
Varies by job classification
16. What coverages are included in the life insurance program? (check 9 all that apply)
Accidental Death/Dismemberment
Travel/Accident
Insurance continuance beyond retirement
17. Do you offer supplemental life insurance?

Yes
No
MEDICAL INSURANCE
18. When do your employees become eligible for medical insurance coverage?
Immediately
After one month
After two months
After three months
After probationary period
Medical Insurance not provided (skip to #23)
19. Indicate the type of coverage offered (check 9 all that apply)
Employee Dependent
Coverage Coverage
Indemnity (fee-for-service)
PPO
HMO
POS (point of service)
Dental
Vision
20. What percentage of the medical insurance premium is paid by the employer?
_______% For employee’s (single coverage)
_______% For dependent’s (family coverage)

21. Does your company have any type of cafeteria plan for paying insurance premiums,
medical expenses and/or dependent care expenses with pre-tax earnings?
Yes
No (skip to #23)
22. Which type of accounts are included? (check 9 all that apply)
In-house health insurance premiums
Employee paid components of medical, dental, vision care
Dependent care (day care, pre-school, etc.)
Other health insurance premiums
Vacation buy/sell arrangements
DISABILITY INSURANCE
23. Do you offer Short Term Disability insurance (a disability lasting not usually longer than
six months) – include state mandated programs?
Yes, fully insured plan
Yes, self-insured plan
No (skip to #26)
24. What is the maximum weekly benefit under the short-term plan?
If flat amount $_______
If percent of pay ______%
25. What is the maximum number of weeks of paid benefits? ________weeks
26. Do you offer Long Term Disability insurance (a disability of a period generally ranging
from six months to life) – include state mandated programs?
Yes, fully insured plan
Yes, self-insured plan
No (skip to #29)
27. What is the waiting period before benefits are paid? _______weeks
28. What percent of salary is paid as a disability benefit? ________%
29. Do you provide long-term/elder care (nursing home) insurance?

Yes
No

SICK/PERSONAL LEAVE
30. How many paid sick/personal days per year do you provide to employees? ________
days
31. Under what conditions do you permit employees to use accrued sick/personal day pay?
(check 9 all that apply)
Only used for employee illness/injury
Death in family
Doctor's appointment
Personal business
Additional vacation time
Dental appointment
Ill child
Ill spouse
Ill parent or in-law
Ill domestic partner
32. Unused sick/personal leave time is:

Canceled at the end of the year
Paid for at the end of the year
Carried over to the following year
MATERNITY/FAMILY LEAVE
33. Number of weeks provided for paid maternity/disability leave:______ weeks
34. Number of weeks provided for unpaid maternity/disability leave: _______ weeks
35. Do you have a family leave policy?

Yes
No
If "yes", please indicate number of weeks provided for unpaid family leave: ________
weeks
HOLIDAYS
36. What is the total number of paid holidays your organization provides? (excludes
personal days and vacation days) _______days
37. How many floating holidays do you provide? ______days

("Floating holiday" is defined as a paid day off not consistently assigned to a calendar holiday. Day may be pre-
assigned by the employer or the employee may designate when the day will be taken).

VACATION
38. Please indicate the days of vacation earned for the years of service listed below.
Number of Days
Top Other Exempt Non-Exempt
Years of Service Management Personnel Staff
After 1 year _______ _______ _______
After 5 years _______ _______ _______
After 10 years _______ _______ _______
After 15 years _______ _______ _______
39. Unused vacation is:

Canceled
Paid for at the end of the year
Carried over to the following year
TRAVEL & RELATED EXPENSES

40. What is the average mileage allowance for car travel? ______cents per mile
41. On what basis are employees reimbursed when traveling?

Actual Costs
Per Diem
42. Which business expenses are covered for your Sales & Service staff?
100% Covered Not
Coverage Partially Covered
Auto - Company Owned
Auto - Company Leased
Lodging
Telephone/Cellular Phone
Entertainment
Product Samples
Laptop
Parking Card
Home Fax Machine
Home Computer
Other __________________________

TRAINING REIMBURSEMENT
43. Do you offer reimbursement for training or professional development?
Yes
No
44. Are other classroom expenses paid?

Yes
No
45. When is reimbursement made?

At the start of the course
At completion of the course or semester
Half at start, remainder at completion
Other ___________________
46. What is the maximum reimbursement amount an employee can receive per year?
$________
47. Are employees permitted time off from work to attend classes?
Yes, with pay
Yes, without pay
Only in special cases
No
PERSONNEL POLICIES & PRACTICES

48. Please indicate which of the following benefits are provided to employees:
Paid jury duty time
Paid bereavement leave
Employee assistance program
Employee savings plan
Financial planning
Health club/on-site exercise facilities
Credit union
Legal counseling
Loan for home/personal computer
49. How often are employees paid?

Weekly
Every two weeks
Bi-monthly (twice per month)
Monthly

50. Are management employees required to sign a non-compete/non-solicitation contract?

Yes
No
51. What is your normal introductory (probationary) period for new employees?
None
30 days
60 days
90 days
180 days
52. Do you have a formal job evaluation plan in place?

Yes
No
53. Do you have written job descriptions?

Yes
No
54. Do you have an employee policy manual?

Yes
No
55. What is your organization's compensation policy?

Stay even with area labor market
Stay ahead of area labor market
Stay below area labor market
Stay even with industry pay practices
Stay ahead of industry pay practices
Stay below industry pay practices
No formal policy
56. What types of salary increases are granted to employees? (check 9 all that apply)
Merit
Automatic Progression
General
Cost of Living
Length of Service

57. What type of incentive systems do you currently have in place? (check 3 all that apply)
Individual incentives
Small group/team incentives
Organization specified goal bonus
Discretionary bonus
Profit sharing
Spot awards
Key contributor plan
None
58. Do you link pay to performance appraisal?

Yes
No
59. What type of performance appraisal plan do you use?

Management by Objectives (MBO)
Forced Choice Questionnaire
Narrative Analysis
Behaviorally Anchored Rating Scales (BARS)
No formal plan
60. What is your benchmark date for conducting performance appraisals/salary reviews?
Anniversary
Fiscal year end
Other fixed date
61. What was the total number of separations in 2008 (include voluntary and involuntary
terminations, but exclude job eliminations, reductions-in-force, long-term absences or
departures of temporary staff)? __________
62. What was the average number of employees on the payroll in 2008?
__________
63. Do you have a formal severance pay policy?

Yes, same for exempt and nonexempt employees
Yes, different policy for exempt and nonexempt employees
No formal policy (skip to #66)

64. The formal severance policy for exempt employees is based on:
Flat amount ($____________)
Management discretion
1 week per year of service
2 weeks per year of service
More than 3 weeks per year of service
65. The formal severance policy for nonexempt employees is based on:
Flat amount ($____________)
Management discretion
1 week per year of service
More than 3 weeks per year of service
BENEFITS OVERVIEW
66. What is the average percent of salary that is allocated to benefits? (Benefits above base
salary – include all voluntary and mandated benefits)
_____________%
67. Total company payroll expense (wages and benefits) as a percent of total revenue
(most recent fiscal year) _____________%
PART-TIME EMPLOYEES
68. How do you determine pay levels for part-time employees:
Pay is determined by pay structure minimums and maximums
Pay is based on differential applied to full-time salary
Market pricing
Other
69. What is the minimum number of hours per week that part-time employees are required
to work to qualify for:
Prorated/Reduced benefits: __________ hours/week

Full benefits: __________ hours/week
Benefits not provided to part-time employees.

70. Check (9) the box(es) which best describes your part-time benefit policy:
Prorated/
Reduced Benefit Full Benefit
Life Insurance
Health Insurance
Dental Insurance
Vision Insurance
Short Term Disability
Long Term Disability
Tuition Reimbursement
Paid Holidays
Paid Vacation
Paid Sick/Personal days
Employee Assistance Program

JOB DESCRIPTIONS
EXECUTIVE
100 OWNER/CHIEF EXECUTIVE OFFICER

Determines the basic objectives of the company; formulates plans and policies and allocates resources for the
achievement of these objectives. Establishes or interprets and applies policies established by the owner(s) of the
enterprise or their representatives (Board of Directors, Trustees, etc.). Exercises controls to see that objectives
are achieved in accordance with basic organization policy. Fully accountable for the results of the activity of the
company.
101 CHIEF OPERATING OFFICER

Directs and coordinates the activities of the line and staff components of the company toward the achievement of
established objectives. Is accountable for the full range of operations, providing guidance and analyzing and
appraising the effectiveness of all operations. Acts as Chief Executive in the absence of the Chief Executive
Officer. This position reports to Owner/Chief Executive Officer. If your Chief Operating Officer is also your CEO,
please report position under CEO only.
SALES
200 VICE PRESIDENT OF SALES

Responsible for the entire range of marketing planning and development, sales promotion, and sales activities.
Formulates, recommends, and implements policies and programs in the areas of sales, pricing, market and
product or service acceptance research, and related activities. May also have responsibility for customer
relations or advertising.
201 SALES MANAGER

Supervises sales personnel in designated territories. Implements campaigns to secure sales and realize full
market potential. Guides sales representatives in and personally promotes and secures new major and important
accounts. Supervises and reviews preparation of quotations, installations, warranty service obligations, and other
details, such as terms of sales and delivery dates, to ensure conformance with marketing policies.
202 OUTSIDE SALES REPRESENTATIVE

Promotes, sells, and secures new business, including important and major accounts. Develops new territories
and industries, and fulfills market potential of customers and product line acceptance. Demonstrates products or
services, and assists prospects in the selection of those best suited to their needs. Familiarizes established
accounts with new products or services and developments. Prepares documents, such as price quotations, terms
of sales, delivery dates, and service obligations. Writes orders, subject to approval. Investigates and notifies
company of competitive products, promotional sales, selling techniques, pricing, warranties, and marketing
policies.
203 INSIDE SALES REPRESENTATIVE

Interprets customer requirements from written or verbal inquiries. Performs telemarketing activities. Matches
customer requirements with products and services. Determines possible alterations to standard products and
services to meet customer requirements. Advises customers of advantageous changes to their order. Furnishes
product information as required. Arranges for consultations with customers when necessary.

JOB DESCRIPTIONS
SERVICE
204 CUSTOMER SERVICE REPRESENTATIVE

Responds to customer inquiries regarding product selection, placement of orders for standard products and
services, requests for prices and quotations, and complaints. Expedites orders and requests for literature.
Analyzes individual solutions and takes appropriate action to ensure that customer needs are met. Processes
customer orders and issues credits. Accesses, updates, and maintains records for individual accounts.
300 FIELD SERVICE MANAGER

Supervises the activities of field service technicians engaged in performing installations, maintenance, and repair
of a full range of company products. Plans and maintains the flow of work in the department, accommodating
priority items. Reviews and evaluates activity reports, and investigates recommendations concerning changes to
company products made by customers or technicians. Performs normal supervisory functions.
301 SHOP SERVICE MANAGER

Supervises the activities of inside service technicians engaged in performing repair of a full range of company
products. Plans and maintains the flow of work in the department, accommodating priority items. Reviews and
evaluates activity reports, and investigates recommendations concerning changes to company products made by
customers or technicians. Performs normal supervisory functions.
302 PORTABLE SERVICE TECHNICIAN

Performs repair and service assignments involving portable products. Checks operation of products to meet
individual requirements or in relation to entire system involved. Diagnoses and determines cause of problems,
makes corrections, or replaces units as necessary. Discusses operating results with customer representatives
and equipment supplier representatives, requiring tact and diplomacy in determining solutions to problems and
basis on which corrections are made. Makes recommendations concerning changes to company products,
improvements, or installations, based on findings.
303 PRE-ENGINEERED SYSTEM SERVICE TECHNICIAN

Performs repair and service assignments involving pre-engineered systems. Checks operation of products to
meet individual requirements or in relation to entire system involved. Diagnoses and determines cause of
problems, makes corrections, or replaces units as necessary. Discusses operating results with customer
representatives and equipment supplier representatives, requiring tact and diplomacy in determining solutions to
problems and basis on which corrections are made. Makes recommendations concerning changes to company
products, improvements, or installations, based on findings.
304 ENGINEERED SYSTEM SERVICE TECHNICIAN

Performs repair and service assignments involving engineered systems. Checks operation of products to meet
individual requirements or in relation to entire system involved. Diagnoses and determines cause of problems,
makes corrections, or replaces units as necessary. Discusses operating results with customer representatives
and equipment supplier representatives, requiring tact and diplomacy in determining solutions to problems and
basis on which corrections are made. Makes recommendations concerning changes to company products,
improvements, or installations, based on findings.

JOB DESCRIPTIONS
SERVICE
305 ALARM SERVICE TECHNICIAN

Performs repair and service assignments involving alarm systems and products. Checks operation of products to
meet individual requirements or in relation to entire system involved. Diagnoses and determines cause of
problems, makes corrections, or replaces units as necessary. Discusses operating results with customer
representatives and equipment supplier representatives, requiring tact and diplomacy in determining solutions to
problems and basis on which corrections are made. Makes recommendations concerning changes to company
products, improvements, or installations, based on findings.
306 PRE-ENGINEERED SYSTEM INSTALLER

Performs installations of pre-engineered systems. Checks operation of products to meet individual requirements
or in relation to entire system involved. Provides onsite training to customer representatives as needed. Makes
recommendations concerning changes to company products, improvements, or installations, based on findings.
307 ENGINEERED SYSTEM INSTALLER

Performs installations of engineered systems. Checks operation of products to meet individual requirements or in
relation to entire system involved. Provides onsite training to customer representatives as needed. Makes
308 ALARM SYSTEM INSTALLER

Performs installations of alarm systems. Checks operation of products to meet individual requirements or in
relation to entire system involved. Provides onsite training to customer representatives as needed. Makes
309 FIRST AID EQUIPMENT SALES & SERVICE TECHNICIAN

Visits assigned customer locations, inventories first-aid products and equipment, and restocks as needed.
Checks operation of equipment. Diagnoses and determines cause of problems, makes minor corrections, or
replaces units as necessary. Makes recommendations concerning changes to company products, improvements,
or installations, based on findings. Determines possible alterations to standard products and services to meet
customer requirements. Advises customers of advantageous changes to their order.
310 SHOP TECHNICIAN

Tests, calibrates, and repairs various equipment and products sent in for warranty or repair work. Analyzes
malfunctions and determines necessary steps to repair equipment. May determine warranty status. Prepares
reports and records on calibration, inspection, testing and repair activities.
GENERAL OFFICE
400 CONTROLLER
Responsible for all accounting activities, including budget, financial forecasting, statistical reports, audits, tax
activities, etc. Formulates and recommends policies on banking, receipt and disbursement of funds, extension of
credit, and fiscal and accounting matters. Responsible for development of standard accounting, analysis and
reporting procedures, and exercise of overall financial control.

JOB DESCRIPTIONS
GENERAL OFFICE
401 ACCOUNTS RECEIVABLES CLERK

Prepares customer invoices and mail. Matches payments with shipping documents, inputs payments, and
reconciles accounts. Records interest charges and refunds. Prepares late notices, and contacts customers
regarding past-due accounts. Maintains customer files and records. Generates standard reports. Performs
miscellaneous bookkeeping duties as required.
402 OFFICE MANAGER

Assumes direct responsibility for administrative departments. Supervises billing and/or sales support functions as
required. Implements and follows through on general office policies. Confers with office personnel regarding the
purchasing of office equipment, systems, procedures affecting more than one department, and the hiring and
transferring of employees and office salary structure. Prepares payroll tax returns and performs payroll
accounting for the company as required. Maintains retention schedule for company records. Performs normal
supervisory functions.
403 GENERAL CLERK

Performs routine duties requiring the use of a variety of forms, reports, or procedures. Enters data, prepares
reports and verifies accuracy. Maintains company records. Performs miscellaneous clerical duties such as filing,
typing, sorting, or photocopying. May act as receptionist. Exercises some judgment to make decisions following
clearly prescribed standard practices.

JOB DATA
RATE
REPORTED IS:
AVERAGE NORMAL H = Hourly
ANNUAL HOURS W = Weekly
JOB CODE/TITLE AVERAGE BASE BONUS/CASH TOTAL # OF PER M = Monthly
(see Job Descriptions starting on page 13) SALARY INCENTIVE EMPLOYEES WEEK A = Annually
100 Owner/CEO
101 Chief Operating Officer
200 Vice President of Sales
201 Sales Manager
202 Outside Sales Representative
203 Inside Sales Representative
204 Customer Service Representative
300 Field Service Manager
301 Shop Service Manager
302 Portable Service Technician
303 Pre-engineered System Service Technician
304 Engineered System Service Technician

JOB DATA
RATE
REPORTED IS:
AVERAGE NORMAL H = Hourly
ANNUAL HOURS W = Weekly
JOB CODE/TITLE AVERAGE BASE BONUS/CASH TOTAL # OF PER M = Monthly
(see Job Descriptions starting on page 13) SALARY INCENTIVE EMPLOYEES WEEK A = Annually
305 Alarm Service Technician
306 Pre-engineered System Installer
307 Engineered System Installer
308 Alarm System Installer

309 First Aid Equipment Sales & Service
Technician
310 Shop Technician
400 Controller
401 Accounts Receivable Clerk
402 Office Manager
403 General Clerk

2009 Compensation & Benefits Survey Questionnaire

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2009 Compensation & Benefits Survey

Completed by: __________________________________________________

© 2009 The Management Association of Illinois

Defined Benefit Plan (if no Defined Benefit Plan, skip to #9)

7. May employees make additional voluntary contributions (excludes 401(k))?

8. Is your retirement savings plan tied to Social Security benefits?

© 2009 The Management Association of Illinois 2

Defined Contribution Plan (if no Defined Contribution Plan, skip to #13)

10. How soon may employees participate?

11. What is the vesting schedule?

© 2009 The Management Association of Illinois 3

15. How is the amount of insurance determined?

17. Do you offer supplemental life insurance?

© 2009 The Management Association of Illinois 4

25. What is the maximum number of weeks of paid benefits? ________weeks

28. What percent of salary is paid as a disability benefit? ________%

29. Do you provide long-term/elder care (nursing home) insurance?

© 2009 The Management Association of Illinois 5

32. Unused sick/personal leave time is:

35. Do you have a family leave policy?

37. How many floating holidays do you provide? ______days

© 2009 The Management Association of Illinois 6

39. Unused vacation is:

TRAVEL & RELATED EXPENSES

41. On what basis are employees reimbursed when traveling?

© 2009 The Management Association of Illinois 7

44. Are other classroom expenses paid?

45. When is reimbursement made?

PERSONNEL POLICIES & PRACTICES

49. How often are employees paid?

© 2009 The Management Association of Illinois 8

50. Are management employees required to sign a non-compete/non-solicitation contract?

52. Do you have a formal job evaluation plan in place?

53. Do you have written job descriptions?

54. Do you have an employee policy manual?

55. What is your organization's compensation policy?

© 2009 The Management Association of Illinois 9

58. Do you link pay to performance appraisal?

59. What type of performance appraisal plan do you use?

63. Do you have a formal severance pay policy?

© 2009 The Management Association of Illinois 10

Prorated/Reduced benefits: __________ hours/week

© 2009 The Management Association of Illinois 11

© 2009 The Management Association of Illinois 12

100 OWNER/CHIEF EXECUTIVE OFFICER

101 CHIEF OPERATING OFFICER

200 VICE PRESIDENT OF SALES

201 SALES MANAGER

202 OUTSIDE SALES REPRESENTATIVE

203 INSIDE SALES REPRESENTATIVE

© 2009 The Management Association of Illinois 13

204 CUSTOMER SERVICE REPRESENTATIVE

300 FIELD SERVICE MANAGER

301 SHOP SERVICE MANAGER

302 PORTABLE SERVICE TECHNICIAN

303 PRE-ENGINEERED SYSTEM SERVICE TECHNICIAN

304 ENGINEERED SYSTEM SERVICE TECHNICIAN

© 2009 The Management Association of Illinois 14

305 ALARM SERVICE TECHNICIAN

306 PRE-ENGINEERED SYSTEM INSTALLER

307 ENGINEERED SYSTEM INSTALLER

308 ALARM SYSTEM INSTALLER