• Develop a total rewards philosophy (working with senior management) to include pay, benefits, incentive and stock plans
  
• Develop strategies to implement philosophy
  

• Develop an approach for job analysis
  
• Prepare job descriptions using questionnaires or interviews
  
• Review jobs for compliance with exempt and nonexempt regulations
  

• Determine job evaluation approach using market slotting or point factor analysis
  
• Conduct job evaluation process
  

• Perform market analysis using our extensive survey database or conduct custom surveys
  
• Recommend techniques for measurement/compa-ratios
• Recommend fiscal implementation strategies.

• Create/revise pay structures with rate ranges or steps
  
• Reassess after implementation on periodic basis

• Develop cash and non-cash recognition programs for sales, management, teams and individuals
  

• Review/revise performance review forms
  
• Conduct supervisory training of performance review forms and process
  

• Design and administer deferred compensation programs

We conduct several annual salary and benefits surveys of various industries in San Diego County and California. Typical Survey data includes average base pay, percentiles, minimum, midpoint and maximum. The surveys may also include merit budget increases, bonus data and selected personnel policies and practices.

The 2007 San Diego Salary and Benefits Survey is available for purchase. It is a general industry benchmark survey covering over 200 positions with data from 127 organizations (public, not for profit and private). The survey provides information on base pay, bonus, benefits, and pay increase budgets. The cost of the survey for members of CBA, NCPA and SHRM is $299; the cost for non members is $449.

For additional information, please e-mail us at surveys@eplercompany.com or call 619-239-0831.


Other Surveys Epler Conducts

• California Indian Gaming Salary and Benefits Survey
  
• San Diego Healthcare Survey
  
• Custom salary and benefits surveys for associations and individual organizations