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QUESTION:  What data can be modified and how will it affect salaries?

 

Organization Data: (See Salary Adjustments.) You may specify a particular city, a state or province, a national average, or a User-Defined Average.  You may also trend salary data forward or back to any desired compensation planning date and adjust base salary information by inputting the industry and organization size.

 

•Organization Name: Please note that your inputs to the Organization Data menu will show on printouts, including the Organization Name.  In this way your printouts may be personalized.  Please note additionally, the "Personalize Printouts" option that allows you to include the analyst's organization name and contact information at the bottom of each print report.

 

•Location: When initially booted, the Executive Compensation Assessor loads a default specification of:  US National Average (postal code 00000).  You may select any of 9,000+ areas in the US, Canada, UK and Europe (new countries are being added continually).  You may average several locations to a "User-Defined Average."  

 

•Industry: See the "Industry" section of the Methodology.

 

•Organization Size: When initially booted, the Executive Compensation Assessor loads a default specification of $100 million in revenue.   Organization Size for most jobs and industries is defined in terms of annual revenue (or turnover in the UK).  For some jobs and industries, the organization size is defined in terms of assets, fiscal year budget (FYB), or number of employees.

 

•Salary Planning Date: When initially booted, the Executive Compensation Assessor loads a default specification of: "Today's" date (PC or system date).  You may select any compensation planning date and the program will automatically trend salary calculations forward or back to the date specified.  For salary planning date adjustments, ERI bases our salary increase rates on the ERI Salary Increase Survey & Forecast. Also see FAQ #7 for information on setting the salary planning date for the top six executives.

 

See Assessor Series FAQ #35 for more information about the importance of size when analyzing compensation.