HR Modernization Baseline Survey

Report

Objective of Compensation Studies

A total of 22 (30.6%) out of 72 responding departments indicated they are currently conducting compensation/salary studies. As a follow-up question, those 22 departments were asked to provide the objective(s) of their compensation/salary studies. In addition to the three objectives (responses) presented in the question (as shown in the following chart), seven departments provided additional input through the response category of "other." While most of the responses reiterated the objective of retaining current staff and addressing pay differentials.

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Report

• Survey Results
• Hardest to Recruit
• Time to Hire
• Selection Instruments
• Why Departments Don't Use LEQ/TEQ
• Examinations Per Year
• Objective of Job Analyses
• Status of Plans and Programs
• Innovative Approaches
• Strategic Plan
• Automated Solutions
• Customer Service
• Objective of Classification Studies
• Objective of Compensation Studies
• Improvements in Processing Time Due to PML 2007-026
• Documented Core Competencies
• Career Ladders
• Training Program Alignment
• Annual Training Budget
• In-House Training
• Automated Training
• Knowledge Transfer Tools
• Supervisor/Manager Training
• Partner with Other Departments to Offer Training
• Probationary Reports Completed
• Probationary Reports Completed On-Time
• Probationary Employees Rejected
• IDP/PAS Completed Each Year
• How is IDP/PAS Information Used
• Adverse Action
• Employee Exit Survey
• Annual Turnover Rate
• Factors Contributing to Turnover
• Organization at Risk
• Actions Due to Changes in Workforce or Vacancy Rates
• Mentor for Every New Employee
• Anything to Share
• How Many Vacant Positions

Updated March 30, 2009 at 11:11 AM.