| Salary
Wizard® Pro Methodology |
Please select from one of the following topics.
Salary Wizard Pro
is an interactive database of up-to-date market compensation information.
It is not a replacement for conventional compensation surveys, but a supplement
to them. Surveys collect, analyze, and report compensation data; Salary Wizard Pro
collects, validates, compares, analyzes, concludes, and reports data.
Unlike compensation surveys, which report data effective as of a fixed
date, Salary Wizard Pro is a report of a continual research study. It represents
a point between a compensation survey and a compensation consulting study,
a point where the user can take immediate action.
Salary Wizard Pro includes data on about 2,000 benchmark jobs. The data
is intended to provide a reasonable range for typical cash compensation
earned by the typical person working in that job. The data used in researching
and developing the pay levels shown in Salary Wizard Pro includes
organizations of all industries, of all sizes, and from all across the
United States. This broad data collection process allows Salary.com to
create a composite view of the employment market for each job and to allow
the user to define the specific combination of scopes that provides the
most relevant information for any given job.
Significant
Benefits
One of the most significant benefits of Salary.com's methodology for determining
pay ranges is that Salary.com is able to publish a fair pay range for
any market, even when a single survey does not have sufficient data for
that market. We further estimate a reasonable market range for positions
where sufficient data does not exist. We estimate the market based on
relevant comparables, and identify it as such.
The methodology
behind Salary.com's Salary Wizard Pro is a state-of-the-art process for benchmarking
and analyzing jobs that builds on the professional industry standards
employed by compensation analysts. Salary.com's team of compensation consultants
reviews as much applicable market pay data as is available to determine
the best estimate of the true market for each job reported in Salary Wizard Pro.
Salary Wizard Pro
combines multiple steps of compensation data analysis into one easy-to-use
tool that replaces tedium with technology. With Salary Wizard Pro, surveys are
selected and validated; jobs are benchmarked to multiple surveys; data
is aggregated; results are reviewed and adjusted for reasonableness; interpolation
and extrapolation are automatically provided.
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The summary
below briefly highlights the key steps in the methodology behind Salary Wizard Pro.
| 1. |
Salary.com
identifies the jobs most common and most important for our small business
clients. We create job descriptors that summarize the key aspects
of each job. |
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| 2. |
In
addition to using our own data, Salary.com identifies and purchases
the most current compensation surveys covering the targeted jobs.
All of the surveys are published by reputable compensation data firms
(sometimes in conjunction with industry groups or other third parties)
and Salary.com makes sure each adheres to the standards set by WorldatWork
(formerly the American Compensation Association). WorldatWork
standards
Also refer to the data source section
for more information. |
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| 3. |
Salary.com's
compensation consultants match our job descriptions to the most comparable
jobs (if any) from each available data source. Each job must be matched
to multiple survey sources to be published in any Salary.com premium
product, including the Salary Wizard Pro. |
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| 4. |
Our
compensation consultants create a composite view for each job, for
each set of scopes. To do this, for each data point we take into account
the statistical reliability, the robustness, and the effective date
of the data. Our compensation consultants further correct the data
for any industry, geography, or company size biases inherent in a
given survey report. |
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| 5. |
For
a reality check, Salary.com's compensation consultants may validate
the data points by comparing them with other market indicators such
as government data (e.g., the Bureau of Labor Statistics). |
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| 6. |
The
Salary.com consultants' composite view is then a "best-of-the-best"
analysis of the compensation market for each job for which the data
is sufficient to report. |
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| 7. |
The
compensation consultants identify those scopes for which data is insufficient.
Manually, we identify those combinations that do or may reasonably
be assumed to exist, but for which specific data is not available.
For these jobs we use information on similar jobs or similar scopes
to interpolate or extrapolate a best estimate of a reasonable market
range. For each individual job title, our compensation consultants
create a series of adjustment factors that reflect the relative impact
of industry, geography, and company size have on the market pay for
that job. During this process, if we identify a situation that is
not possible (e.g., dentist in the media and hospitality industry),
we report the salaries as "N/A" meaning "not applicable." See the
data analysis section for more information. |
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| 8. |
The
team updates the database every month to incorporate the most current
information available and to reflect the general movement of salaries.
As we identify and incorporate new surveys, we replace extrapolated
market information with data based on the new market information.
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The
source of the data in Salary Wizard Pro is most properly cited
as Salary.com. Our team of compensation consultants establishes our own
copyrighted market compensation data based on primary and secondary research
(using only employer-reported values), analysis, and a proprietary mathematical
model. Every job reported in Salary Wizard Pro has been thoroughly
researched and validated by Salary.com's team of compensation consultants,
who have combined experience of over 70 years in the compensation and
statistical analysis fields.
Salary.com
never uses employee-reported data, or data input by users of www.salary.com.
Survey
Selection
Salary.com uses our own formal surveys of employers and purchases the
most current employer salary surveys available from well recognized, reputable
compensation data firms. This survey data is used for analysis and benchmarking
by extracting and reporting the market salary data for each position that
matches one of the benchmark jobs reported in Salary Wizard Pro.
We select published surveys based on the breadth and depth of the data
they provide, the methodology they use, and the reputation of the company
as a quality data provider. These surveys include large national surveys
covering a broad collection of jobs as well as more narrow or niche reports
providing deep information for specific job families, industries, or geographies.
Our compensation consultants review each survey to make sure it reports
data that is complete and reasonable for the scopes represented.
Job Selection
To ensure jobs are appropriately matched, our analysts benchmark the jobs
based on job content—not job title. A job is considered a match if
the responsibilities, education, expertise, reporting relationship, and
degree of discretion and latitude are proximal. In addition, when mapping
survey data to our own job descriptions, Salary.com's compensation consultants
take into account how closely the participating employers reported their
incumbents matched to the benchmark descriptions.
A job title
is a quick way of describing a collection of tasks, responsibilities,
and duties. Please be sure to read the job description for each job you
look up in Salary Wizard Pro. The job descriptions outline the skills, experience,
and knowledge needed to perform the job. They provide a much clearer sense
of what the job entails than just the job title. This makes it easier
to choose the best match for the jobs you are researching.
Notes on Matching Your Positions to Salary Wizard Pro's
Note that if a job description is a "pretty good" match but not perfect,
the differences in the incumbent's skills, experience, and knowledge could
translate into a difference in market compensation. Keep this in mind
when reviewing the numbers presented in Salary Wizard Pro.
There are two important cautions to remember when comparing your organization's
job description to a job descriptor in Salary Wizard Pro. First, use a complete
and honest summary of the person's skills and abilities vis-a-vis the
job you are reviewing. Second, if a person has skills greater than those
required for the job, it is important to assess whether those added skills
are of added value to the company.
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In deriving
our research opinion on the market value of a job, Salary.com's compensation
consultants weigh factors relevant to a given survey such as the number
of incumbents, the number of organizations, the date of the data, the
specialty of the reporting company, the geographic coverage, and the distribution
of industry coverage. In addition, they look for and discard outliers.
Because many surveys have subtle or not-so-subtle biases in their population
selection, it is important to try to identify and correct for those biases.
Interpolation and Extrapolation
Wherever
the data is sufficient for Salary.com's compensation consultants to publish
a clear and conclusive research opinion for a specific set of scopes,
Salary.com reports, in addition to the compensation data, the number of
organizations and incumbents represented by the data. The number of organizations
("orgs") and incumbents ("incs") is categorized and
the lower end of the applicable range is shown with a plus sign (+). For
example, if data from 63 companies is included in a given sample, the
number of organizations would be reported as "50+", indicating
that 50 or more organizations specifically matching the selected scopes
are included in the analysis.
Sometimes,
however, it is not possible to derive a clear and conclusive opinion from
perfect matches, usually for one of three reasons: data insufficiency;
geographic implausibility; and functional impossibility. Salary.com consistently
applies methods of interpolation or extrapolation appropriate to each
of these cases.
Data Insufficiency
Where the available published data is insufficient to establish a
clear and conclusive opinion, Salary.com's compensation consultants apply
mathematical algorithms to interpolate missing or insufficient values.
One technique for filling involves the application of regression formulas
to interpolate data for organizations of different sizes from those for
which the original data is more robust. The data is validated based on
relevant, related, similar businesses—for example, data for a medium-sized
high-tech firm can be interpolated by examining data for small and large
high-tech companies.
Regressions can also be developed based on a large number of known compensation
amounts for similar and/or related jobs. These regressions provide a strong
indicator of the effect a given scope factor has on the market pay for
a given job.
If there is not sufficient published data for a particular job and scope
a user needs, that user must still find a way to estimate the missing
information. By reporting these estimates Salary Wizard Pro is providing the
user with a reliable number without requiring the user to do extensive
research to estimate the amounts. If Salary Wizard Pro has estimated compensation
information based on data that partially matches the user's selections,
the number of organizations and incumbents will reflect the low end of
the range of total organizations and incumbents considered. This
number is footnoted with two plus signs (++) to indicate the match is
not perfect.
Geographic
Implausibility
Some benchmark jobs are unlikely to be offered in certain geographic
areas, but are theoretically possible. An example is subway driver in
rural South Dakota. Data on such jobs is potentially valuable to businesses
contemplating greenfield expansions into new markets, and not harmful
to the integrity of the data as a whole. In the case of geographic implausibility,
Salary.com applies mathematical algorithms to known values from other
geographic areas to extrapolate what the market value would be in a geographic
area for which the data is insufficient or absent. The adjustments are
based on the actual pay data for the same or very similar jobs in known
geographies.
For
entrepreneurial organizations siting business in new areas, estimated
data is sometimes the only available source of compensation information.
Salary.com's adjustment factors provide a good approximation of a fair
pay range for a given job regardless of how many people have that job
today. This research can be very useful in determining the value of a
job that has not been offered in a given area before. For example, if
a new factory is opening in a rural area, there might be no comparable
pay information for many of the factory worker jobs, but they nevertheless
need to be filled. Without estimations like those used in Salary Wizard Pro,
there would be no readily available market estimate of fair pay data.
It would probably be well over a year before that data became available.
In fact, the data might never be published in a conventional compensation
survey if the new factory were the only such employer in the area.
We report a full set of salary information for extrapolated data but do
not report a number of organizations or number of incumbents for those
jobs. The number of organizations and number of incumbents are each labeled
with an asterisk (*) to allow users to identify them as strict estimates.
Although these data points are extrapolated, they do provide users with
a valid starting point for their compensation planning and research and
a point that is consistent with the other data points selected.
Functional
Impossibility
Some jobs are functionally impossible. An example is a dentist in
the transportation industry. In the case of functional impossibility,
Salary.com does not interpolate or extrapolate a value; instead we simply
report "N/A" meaning "not applicable."
Salary.com's
interpolation and extrapolation techniques are applied consistently by
experienced and trained compensation consultants. Salary Wizard Pro effectively
creates and applies a multi-dimensional contour map of scope adjustment
factors for each job. This mapping, based on regression analysis, comparative
research, and compensation experience creates a smooth and consistent
perspective of the overall pay practices for the given job.
Since the
missing data is estimated for any combination of benchmark jobs and scopes
a user may need, the user can quickly and efficiently develop a complete
schedule of necessary information. In the absence of this feature, the
compensation professional would need to estimate the missing data points
on his or her own or hire an external consultant to do the same. By using
the Salary Wizard Pro estimate, the user is immediately prepared
with a complete dataset with missing information provided on a consistent
basis by a neutral party.
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The salary
data for one or a group of benchmark jobs in a given scope is presented
in two pieces: base pay and total cash compensation (base pay plus annual
incentives). The market pay level is based on the median, or 50th percentile,
of all salaries reported for a given job. This represents the midpoint
of the competitive market rate for that job. To provide perspective on
scope and distribution of pay amounts, Salary Wizard Pro also
shows the interquartile range—the 25th and 75th percentiles.
Results for each piece are displayed in a graph to show visually this
interquartile range. The minimum of the range is the 25th percentile,
which means only 25 percent of salaries reported for a particular job
fall below this level; the maximum of the range is the 75th percentile,
which means 75 percent of all salaries reported for that job fall below
this amount (i.e., 25 percent fall above this amount). Although the interquartile
range roughly equates to the typical market range for the position, there
are a reasonable number of people whose pay is higher or lower than the
interquartile range—in fact, 25 percent of those in any given job
are expected to be paid above the 75th percentile and 25 percent are expected
to be paid below the 25th percentile.
Although the data sources are the most recent available, there is a lag
between the effective date of the salary information they report and today.
To recognize that salaries increase faster than studies are printed, Salary.com
uses the industry standard approach of modifying the data by applying
an aging factor to adjust the data to a common date and to accommodate
the movement of salaries over time. Not all salaries move at the same
rate. The market data used for each job in Salary Wizard Pro is aged to the
current month at a rate consistent with the most current market information
available for that job or job family. Salary Wizard Pro allows the user to age
data further, to a time in the future. The user selects the date and the
aging factor that is most appropriate to move the current market data
to the target date.
| Number
of Organizations and Incumbents |
Salary Wizard Pro
reports the number of organizations and incumbents used in the analysis
from which the compensation information is derived. To simplify the reporting,
Salary Wizard Pro categorizes the number of orgs and incs into ranges. For example,
"50+" organizations means that data from 50 or more organizations
was used in the analysis to develop the compensation numbers shown. The
table below shows the breakdown of the number of orgs and incs reported
in Salary Wizard Pro.
| |
Orgs
|
Incs
|
|
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5+
10+
20+
50+
100+
250+
500+
750+
1,000+
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5+
10+
20+
50+
100+
250+
500+
750+
1,000+
2,000+
5,000+
10,000+
|
|
These numbers
also provide users with a confidence indicator for the data.
As noted
above, some of the compensation information reported in Salary Wizard Pro is
based on a substantial amount of published data that exactly matches the
selected scopes, but other compensation information is based on data that
only partly matches the selected scopes.
The
level of match is noted with the following footnotes. These footnotes
explain the number of data points used in the analysis and indicate the
exactness of the match of those data points to the selected scopes. Data
must match all scopes to be reported with a plus sign (+), whereas
to be reported with two plus signs (++), data needs to match some of the
selected scopes or to be from a very large dataset.
|
+
|
Analysis
based on at least this many orgs/incs that fully match the selected
scope.
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++
|
Analysis
based on at least this many orgs/incs that partially match the selected
scope.
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*
|
Analysis
based on all orgs/incs adjusted for selected scope.
|
In
addition to indicating the foot note, a plus sign next to a number of
orgs or incs indicates that the data point is backed by at least that
many of orgs or incs that fully match the selected scope.
Users
should note that data reported with partial scope matches (++) will show
org and inc numbers that are larger than corresponding benchmark jobs
that are perfect scope matches (+). The reason is that if there is not
sufficient basis to report a perfect match, Salary Wizard Pro
uses all data for that job and adjusts it to match the selected scope
factors. This is done if there is sufficient data closely matching the
selected scopes or if there is a substantial amount of data available
for the job. In either case, the number of orgs and incs is a minimum
estimate of the number of data points contributing to the pay information.
If
compensation information is shown but the number of orgs and incs is not
(filled with an asterisk), it means the job selected does not exist or
is not deeply researched among the specific set of scopes selected. We
have estimated reasonable compensation figures for the combination based
on all data available for that job and for those scopes. These estimates
are flagged with an asterisk to alert the user that they are strictly
estimates based on all data for that job, none of which, however, is a
precise match to the selected scopes. Although this actual combination
may not exist, Salary Wizard Pro provides the user with a best estimate based
on the known information. If the user has occasion to look for the combination,
Salary Wizard Pro provides an estimate, if possible, noting it clearly with
an asterisk.
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Please select
from one of the following scope criteria.
Industry
Salary Wizard Pro lets the user specify an industry and compare data across
multiple industries. Compensation data is categorized by industry into
one of the following categories.
Aerospace
and Defense
The Aerospace & Defense industry includes companies that manufacture
aircraft and aircraft parts, guided missiles and space vehicles, defense
electronics, and other related aerospace/defense components and systems,
as well as companies that provide services such as aircraft repair and
maintenance.
Biotechnology
The Biotechnology industry includes companies involved with drug discovery
and production, research, and gene mapping. It also includes organizations
who manufacture drug and research products including: vaccines, ointments,
and tablets.
Business Services
Business services includes information services (property management,
building maintenance, real estate, rental car agencies, etc.); professional
and business services (accounting, tax professionals, advertising, consulting,
employment, law, etc.); engineering; architectural; and miscellaneous
services (printing, data processing, environmental, office services, and
others).
Chemicals
This industry includes makers of basic and intermediate chemicals,
specialty chemicals, agricultural chemicals, petrochemicals, plastics
and fibers, and paints and coatings.
Construction
In addition to basic construction work, this category also includes
electrical services, HVAC, plumbing, and similar work.
Education,
Government, and Nonprofit
This category includes education (schools, libraries, etc.); government;
and nonprofit organizations (museums, research organizations, religious
institutions, zoos, etc.).
Energy
and Utilities
This industry includes energy (oil, gas, exploration, pipelines, refineries,
etc.); metals and mining; utilities (natural gas, electricity, water,
etc.).
Financial
Services
Financial services includes banking, investments, and financial services
such as banks, trusts, credit unions, investment banks, loan brokers,
REITs, and venture capital; as well as insurance including agents, brokers,
carriers, and the like.
Healthcare
Healthcare includes medical, dental, healthcare equipment, healthcare
services, distributors, etc.
Hospitality and Leisure
Hospitality includes hotel and motel companies, travel agencies, tour
operators, casinos and other gaming establishments. It also includes restaurants,
catering services, and companies that supply food to restaurants. Leisure
industry participants include gaming equipment makers, sporting activities
companies (golf courses, bowling alleys, etc.), and sports leagues and
teams.
Insurance
The Insurance industry includes life, health, property, casualty, and
title insurance companies; it also includes insurance brokers and reinsurance
companies.
Internet
Businesses
Internet businesses include business-to-consumer and business-to-business
sites; e-solutions and consulting; information resources and portals;
and other businesses that use the Internet as the primary distribution
medium for their products and services.
Manufacturing
- Durable
Manufacturing - durable comprises aerospace, including aircraft, defense,
navigation, etc.; computer and office equipment; electronics and electronics
equipment, including biomedical equipment, circuit boards, instruments,
photography equipment, semiconductors, and the like; and miscellaneous
manufacturing businesses including automobiles, trucks, building products,
machinery, furnishings, appliances, wood, stone, and others.
Manufacturing
- Nondurable
This industry includes food and beverages; tobacco; paper and allied products,
including packaging; and miscellaneous nondurable goods such as apparel,
cosmetics, household products, textiles, and the like.
Media
The Media industry includes radio and TV broadcasters; motion picture,
movie theater, and music companies; newspaper, periodical, and book publishers.
Pharmaceuticals
The Pharmaceuticals Industry includes companies involved with the
manufacturing, extracting, processing, and packaging of chemical materials
to be used as medications for humans and/or animals.
Retail
and Wholesale
This field includes retail businesses such as apparel, auto dealers,
department stores, discount stores, food, furniture, and specialty retailers;
and wholesalers such as distributors, groceries, hardware, equipment,
etc.
Software
and Networking
Software and networking includes computer software and services such
as applications, e-commence, ISPs, information technology consulting,
systems integration, Web hosting, and the like.
Telecommunications
Telecommunications includes cable, networking, satellite, and wireless
services; as well as telephone services including fiber optics, landline,
telephony, etc.
Transportation
Transportation includes airlines, marine, railroad, trucking, and similar
businesses.
Company
Sizes Reported in Salary Wizard Pro
Salary Wizard Pro lets the user specify a company size based
on units of measure typical for that industry (e.g., revenues, number
of employees (FTEs), or total assets) and compare data for companies of
all sizes. Below is a summary of the three size measurements and the categories
within each.
| |
Revenue |
FTEs |
Assets |
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<
$50M
|
<
100
100 - 200
|
<
$1B
$1B-$2B
|
Company
Sizes NOT Reported in Salary Wizard Pro
Because it
is designed for small businesses, Salary Wizard Pro does not
currently report data for the following company sizes which are found
in other Salary.com premium products, such as the Personal Salary Report,
the Job Valuation Report, Compensation Market Studies, and CompAnalyst.
Please consider one of these other premium products when your needs extend
to recruiting markets with participants of these larger sizes.
| |
Revenue |
FTEs |
Assets |
| |
$50M
- $200M
$200M - $500M
$500M - $1B
$1B - $3B
$3B - $5B
> $5B
ALL
|
200
- 500
500
- 1,000
1,000 - 3,000
3,000 - 7,500
> 7,500
ALL
|
$2B-$5B
$5B-$10B
$10B-$25B
> $25B
ALL
|
Geography
Salary Wizard Pro lets the user specify a metropolitan area for a
given job and compare data across multiple metropolitan geographies. Salary.com
has other premium products which permit the user to group employers by
state or region.
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| Frequently
Asked Questions |
What
if I can't find the job I am looking for?
It is possible
that the job you are looking for isn't in the Salary Wizard Pro database.
The best way to make sure is to use the "Advanced Search"
feature, which searches all job titles and job descriptions for
the words you select. This should help you find the job you want if
it's in the database.
If it's
not in the database, you may use the "Feedback" button to
ask for the job to be added. Jobs that are common will be added over
time, although we cannot confirm when any specific job will be added.
Why
does Salary Wizard Pro provide market data for these particular 186 metropolitan
areas? What if mine isn't covered?
Salary
Wizard Pro covers the 186 largest metropolitan areas in the United States.
These are the areas for which we can conclude fair-market compensation
information. Over time, we will add more metropolitan areas as we become
comfortable with the availability of data for those areas.
If your
market is not included, consider searching under your state, or using
another area that is relatively similar to your own market.
Are
the adjustment factors the same for every job?
No. Each
individual job has its own complement of adjustment factors—one
for each industry, each geography, and each company size (revenue, assets,
and FTEs). This is one of the elements of the Salary.com model which
makes it superior to so-called regression-based models.
How
does pay differ based on industry?
Different
industries have different pay philosophies and pay practices. Across
industries, however, certain benchmark jobs require the same skills
and experience and command the same (or very similar) compensation levels.
Traditionally, administrative and lower-paying jobs were the most common
jobs of this category. More recently, some technical jobs have also
become in universal demand and therefore the compensation practices
have somewhat leveled out across most industries.
How
does pay differ based on geography?
Pay differs
by geography as a reflection of the cost of living in the geography
and the market demand for a given job. Although cost of living is a
major factor, the difference in pay between two geographies is not
the same as the difference in cost of living. Organizations will pay
more to attract the right people; and people will take less pay (on
a relative basis) to work in a desirable place.
Also, the
more money a person makes, the less he or she is affected by the local
cost of living. Much of a person's compensation is used for items that
are not affected by cost-of-living numbers (e.g., cars, boats, vacation
homes, college tuition, savings, investments, etc.). For this reason,
the geographic pay differentials have less impact on higher-paying jobs.
How
does pay differ based on company size?
Pay differs
by company size as a reflection of the scope of responsibilities and,
to a lesser degree, the maturity and cash position of the organization.
The scope of responsibility is generally limited to more senior people
and those whose responsibilities are significantly broader and more
encompassing in larger organizations. The pay ranges for other employees
generally show less variance based on the size of the company.
For example,
the CFO of a $10 billion company would be expected to earn much more
than the CFO of a $10 million company. However, the pay for a delivery
person in each of the same two companies would be similar.
The above
comments are the same whether the measure of size is revenues, FTEs,
or assets. These measures are simply a calibration of size reflecting
what makes the most sense for different organizations.
Not
all benchmark jobs have significant change in pay from one industry to
another or from one company size to another (e.g., secretary). How does
Salary Wizard Pro take that into account?
The analysis
embedded in Salary Wizard Pro takes into account the relative
impact industry has on the pay practices for each of the approximately
2,000 reported benchmark jobs. Each job and scope factor combination
has its own series of factors derived from actual reported matches.
By looking at Salary Wizard Pro's industry comparison report
you will see how industry affects the pay for a given job.
Why
are the industries grouped into those 20 categories?
Salary Wizard Pro reports pay practices in 20 categories because they
fairly capture the pay trends among similar companies while keeping
the information collection and data mapping processes relatively simple.
Beyond a certain point of granularity, survey and data reports tend
to create false precision when they offer too many industries.
Is
it legitimate for a compensation professional to use an estimated number?
Absolutely,
as long as the estimates are based on valid data, professional standards,
and an understanding of the market being estimated. This is exactly
what a compensation professional is required to do when survey data
is not published or available for a specific job and scope combination.
The compensation professional must estimate the market pay for that
combination. With Salary Wizard Pro, Salary.com's compensation professionals
have performed the analysis and pregenerated those estimates, consistently
applying the same methodology for all such data points. And the information
is immediately ready for the compensation professional to use.
How
were the benchmark jobs for Salary Wizard Pro selected?
The initial
list of benchmark jobs included in Salary Wizard Pro was created
by Salary.com's team of compensation consultants. The list is based
on those most commonly benchmarked and those for which reliable information
is available.
In addition,
Salary.com collected input from our large enterprize clients, who identified
specific benchmark jobs and job families they believed should be included.
When
will new benchmark jobs be added? What will they be?
Salary.com
will add new benchmark jobs and job families to Salary Wizard Pro
from time to time. If there are certain benchmark jobs or job families
that are not in Salary Wizard Pro, the creation of a hybrid
job report, as a combination of two or more existing benchmark jobs,
is always an option. If you think you and many other users would find
a new benchmark job useful, please use the "Feedback" link
to ask for those jobs or families to be added. Jobs that are common
will be added over time, but currently we cannot confirm when any specific
job will be added.
What
organization's data is included in this dataset?
Salary Wizard Pro includes data from approximately 10,000 organizations
and 2,000,000 incumbents representing all industries, all types and
all sizes—public and private; for profit and not-for- profit; small,
medium, and large; old and new. Between any two benchmark jobs, the
population of organizations will vary based on the survey sources selected
to benchmark each job.
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