xx总体薪酬研究.pptVIP

Mercer Human Resource Consulting * April 14, 2004 Total Compensation StudyMarket Review of Salaries and BenefitsSummary of Findings Agenda Key Program Objectives Market Analysis Competitive Assessment of Pay Practices Review of Pay Plan Design Job Grading Process Other Pay Programs and Practices Reviewed by Mercer Competitive Assessment of Benefits Observations and Recommendations * Key Program Objectives Ascertain the competitiveness of Metro’s salaries and benefits relative to defined markets Review the current pay program design and methodology relative to best practices Review the existing pay programs of other affiliated agencies within the Metro system for soundness and effectiveness Recommend changes, where appropriate, to improve the competitiveness and soundness of the compensation program components relative to best practices Assist in communicating and presenting the results to ensure understanding throughout Metro * Market AnalysisMethodology A series of jobs were market priced covering various areas of the government 167 jobs were reviewed relative to salary and pay plan competitiveness Data was gathered from published survey sources for 151 jobs A custom survey was conducted in which included data on 40 jobs (24 of these 40 jobs also incorporated published survey data) 39 jobs, representing a subset of the 167, were used to assess the competitiveness of Metro’s total compensation package covering salaries and benefits Two methods of surveying were used to compile salary information: Published survey data from Mercer’s compensation library covering various industries Custom survey of benchmark cities comparable to Metro in size and consistent with those benchmark cities used in previous compensation studies For the benefits analysis, plan information was obtained from the benchmark cities; high level information was also obtained from Mercer surveys of general (mostly private sector) employers in the southern/southeastern US * Market Analysis