Salary Survey 1

Running head: SALARY SURVEY

MGT 509

Human Resource Management

Module 4: SLP

Salary Survey

Dr. McNaughton

TUI University

By

David L. Gobber
 Salary Survey 2

INTRODUCTION

The purpose of this session long project’s assignment is to select three positions to be

considered upon completion of the MBA and three locations where these jobs might be

performed. (For the purpose of this assignment, it has been interpreted that these are three

different jobs at three different locations not three different jobs each at three different locations).

Job descriptions, similarities and differences, and current compensation will also be discussed.

CAREER POSITIONS, LOCATIONS, SALARIES

The following table highlights the career positions, locations, and salaries that were

researched through SalaryExpert.com (Compensation, 2010).

Position U.S. Location Average Base High Salary

Salary
Compensation Boston, Massachusetts $130, 557 $168, 602
Manager
Employee Benefits San Francisco, $123,944 $176,246
Manager California
Compensation and Baltimore, Maryland $84,639 $136,946
Benefits Manager

The following chart (Compensation, 2010) highlights the results of the salary search for a

Compensation Manager in Boston, based on my experience and when I complete the MBA.
 Salary Survey 3

Although the $168,602 salary would most likely not be the salary I would earn at first, I

should, however, earn the average base salary of $130,557 for the position in Boston, based on

my experience. According to the research, the salary ranges in Boston for a Compensation

Manager is higher than the U.S. Specifically, (Compensation, 2010).

Compared to a Compensation Manager in Boston, Massachusetts, a similar position of

Employee Benefits Manager in San Francisco, California pays lower at the base salary, yet

higher at the top according to the results of the survey (Compensation, 2010).

The results demonstrate that the base salary for a comparable position in California pays

approximately $10,000 a year less than in Massachusetts and approximately $10,000 higher at
 Salary Survey 4

the high salary range. The salary data compared to the U.S. illustrates the higher ranges

(Compensation, 2010).

A Compensation and Benefits Manager earns significantly less in Baltimore, Maryland,

than does a Compensation Manager in Boston, Massachusetts; although neither earn as high a

salary as the top salary for an Employee Benefits Manager in San Francisco, California.

Compared to the U.S., these salary ranges are lower overall than the national average

U.S. locations for similar positions (Compensation, 2010).

 Salary Survey 5

JOB DESCRIPTIONS

The three jobs are described below using the information from the Salary Survey Web

site in order to maintain consistency. Furthermore, the key differences and similarities that were

noticed among them are presented. While these are three different positions, they are similar in

context (Human Resource Management) and, as a result, the differences are mainly based on the

focus of the particular position. Specifically, a Compensation Manager, is more in a generalists

position, whereas the Employee Benefits Manager and Compensation and Benefits Managers

focus on specific areas of compensation (Compensation, 2010).

COMPENSATION EMPLOYEE BENEFITS COMPENSATION &

MANAGER
DESCRIPTION Manages compensation
program, which may include
incentive and executive
compensation. Directs
development and application
of techniques of job analysis,
job descriptions, evaluation,
grading, and pricing in order
to determine and convert
relative job worth into
monetary values to be
administered according to
pay-scale guidelines and
policy. May report to
Director of Compensation
and Compensation
Supervisor may report to this
position.
Prepares and approves
incentives and incentive plan
formats. Works with
MANAGER
Directs and coordinates
employee benefits program
for establishment. Plans and
directs implementation and
administration of benefits
programs designed to ensure
employees against loss of
income because of illness,
injury, layoff, or retirement.
Typically reports to Human
Resources Top Officer and
supervises Benefits
Manager.
Directs preparation and
distribution of informational
literature and verbal
presentations to notify and
advise employees of
eligibility for benefits
programs, such as insurance
plans, paid time off, bonus
BENEFITS MANAGER
Manages and evaluates both
the compensation and
benefits functions for
organizations, including
participating in the design of
plans, hiring, salary and
incentive, job evaluation,
performance appraisal, life
and health insurance,
disability, and pension and
profit sharing programs.
Provides annual salary
action plans. Typically
reports to a director and may
have supervisors reporting to
this position.
Oversees qualified
retirement plan participation.
Supplements qualified plan
benefits with non-qualified
and administers those

management to achieve
corporate goals. Analyzes
company compensation
policies, government
regulations concerning
payment of minimum wages
and overtime pay, prevailing
rates in similar organizations
and industries, and
agreements with labor
unions, in order to comply
with legal requirements and
to establish competitive rates
designed to attract, retain,
and motivate employees.
Recommends compensation
adjustments according to
findings, utilizing knowledge
of prevailing rates of
straight-time pay, types of
wage incentive systems, and
special compensation
programs for professional,
technical, sales, supervisory,
managerial, and executive
personnel. Approves merit
increases permitted within
budgetary limits and
according to pay policies
SIMILARITIES Understanding
compensation, benefits,
incentives, motivations,
retirement, salary, and other
compensation issues such as
reviews, pay scales, testing,
and labor agreements.
DIFFERENCES Focuses on overall employee
benefits through
management, development,
and creation of
compensation plans.
COMPENSATION
A type of compensation that is most important in my career and why I would seek this
type of compensation in one of these positions, particularly a general Compensation Manager,
which includes pay-for-performance incentives. As a highly motivated and self-directed
individual who frequently takes the initiative to develop enhancements and improve programs, I
pay, and special employer-
sponsored activities.
Analyzes company benefits
policies, laws concerning
mandatory insurance
coverage, data concerning
prevailing practices among
similar organizations, and
agreements with labor
unions, in order to comply
with legal requirements and
to establish competitive
benefits programs. Modifies
aspects of existing program
according to findings,
utilizing knowledge of
prevailing practices,
emerging types of benefits
packages, and customary
benefits provided for
production, supervisory, and
executive personnel. Directs
performance of clerical
functions, such as updating
records and processing
insurance claims
Understanding
compensation, benefits,
incentives, motivations,
retirement, salary, and other
compensation issues such as
reviews, pay scales, testing,
and labor agreements.
Focuses on overall employee
benefits through directing
and coordinating existing
plans.
Salary Survey 6
programs. Assists in the
accounting for insurance
funded plans. Administers
stock option plans.
Administers long-term
incentive plans with equity
characteristics such as long-
term bonuses, restricted
stock, stock appreciation
plans, and the like.
Participates in the relocation
of key personnel. Reviews
current programs and
develops and executes
needed new programs.
Understanding
compensation, benefits,
incentives, motivations,
retirement, salary, and other
compensation issues such as
reviews, pay scales, testing,
and labor agreements.
Focuses on managing and
planning compensation and
benefits for employees.
 Salary Survey 7

am interested in a position where I could be paid for my creativity and understanding of the

compensation market. The differences that are important to me initially include working with

human resources management to develop long-term goals to integrate with and to achieve

corporate goals because, basically, I am a long-term strategist and believe strongly in planning.

Other initiatives that interest me as a Compensation Manager and that are based on the nature of

the work includes preparing and approving incentives and incentive plan formats. As a

Compensation Manager, one analyzes policies, and all regulations, as well as agreements with

unions; in this position I could influence others to work together to achieve mutual objectives. I

would prefer to live in Boston, for the culture and life-style enrichment, even though it is more

expensive than the cost of living where I currently reside (Baltimore). Furthermore, as a

Compensation Manager in Boston, where there are numerous corporate headquarters and major

universities, there will be many and frequent opportunities to network for career development

and growth.

CURRENT COMPENSATION

CURRENT STRENGTHS WEAKNESSES

COMPENSATION
$65,000-$95,000 (confidential As a government employee, The weakness of current
range) the strengths of current compensation is salary, which
Including compensation include all is lower than other locations in
 5% matching 401(k) compensation other than the country for the same
 Health, dental, and vision salary, which is lower than position in industry.
 Life Insurance 3 times other locations in the country
current salary for the same position in
 Accident Insurance industry.
 Cancer Insurance
 Educational benefits
(Tuition, Books, Fees)
 Credit Union membership
 Gym Membership
 Salary Survey 8

CONCLUSION

In conclusion, I have determined the position I want once I have completed my MBA,

addressed the reasons why this particular job and the location I want to be in for professional

career enlargement and growth. I have also addressed current compensation as well as its

strengths and weaknesses.

 Salary Survey 9

REFERENCES

Compensation. (2010). Retrieved August 30, 2010, from SalarySurvey:

http://www.salaryexpert.com/index.cfm?FuseAction=SalaryCalculatorII.DspReportPage

&q=Compensation