hewitt u.s. surveys— data solutions catalog … 2 table of contents table of contents hewitt...

Hewitt Name of Compensation Survey (VXXX)

Hewitt U.S. Surveys—Data Solutions Catalog2009–2010

Table of Contents

Table of Contents

Hewitt Survey Data Solutions—Overview 3

Hewitt Total Compensation Measurement™ (TCM™) 5

Hewitt Global Variable Compensation Measurement (Global VCM™) 9

Hewitt Variable Compensation Measurement (VCM) 12

Hewitt Salary Increase Survey (SIS) 15

Hewitt Sales Compensation (SC) Survey 18

Hewitt General Industry Compensation Surveys 21Hewitt Auto and Equipment Finance Industry Survey (AEFI) 22Hewitt Distribution and Fulfillment Center (DFC) Compensation Survey 23Hewitt Retail Nonexempt (RENEX) Compensation Survey 24Hewitt Health Care Executive (HCExec) Compensation Survey 25Hewitt High-Demand Clinical Skills (HDCS) Compensation Survey 26Hewitt Project and Program Management (PPM) Compensation Survey 27Hewitt International Midstream Oil and Gas Industry Survey 28 Hewitt Technology Compensation Surveys 29Hewitt HOT Technologies (HOT) Survey 30Hewitt SAP Skill Compensation Survey (SAP)—Spring 31Hewitt SAP Skill Compensation Survey (SAP)—Fall Hewitt Energy Industry Compensation Surveys 33Hewitt Energy Marketing and Trading (EMT) Compensation Survey 34Hewitt IEHRA Energy Industry Compensation Survey (IEHRA) 36Hewitt Wind and Renewable Energy Compensation Survey (WES) 37

Hewitt Compensation Surveys Listing 38

Hewitt Survey Data Solutions—Overview


Unprecedented economic changes are impacting how

companies approach compensation and talent manage-

ment this year. Hewitt provides leading organizations

around the world with expert human resources consulting

and outsourcing solutions to help them anticipate and

solve their most complex compensation, benefit, talent,

and related financial challenges.

Hewitt Survey Data Solutions’ compensation and engagement databases are recognized worldwide as the most reliable source of current data for human capital planning. With offices and resources worldwide, we analyze and publish an extensive library of printed and online survey reports.

Uncompromised Solutions

Whether you are developing compensation policies across global markets, creating sales compensation plans for the U.S., reviewing compensation for key officers, or tightening up benchmark struc-tures in your organization, Hewitt data solutions are the founda-tion to help you:

Develop, motivate, and retain talent; ▪Create or sustain a high-performance workforce; and ▪Achieve higher returns on your people investment. ▪

With pragmatic insights based on facts, not hunches, Hewitt data solutions are drawn from our experience delivering HR services to nearly 20 million people—data supported by extensive research across the HR spectrum, including our benchmark studies such as:

Hewitt Total Compensation Measurement™ ▪Salary Increase Surveys ▪Sales Compensation Survey ▪Variable Compensation Measurement™ Survey ▪

Global Leverage and Local Expertise

We gather and analyze market data to offer general and custom surveys, including both total compensation competitiveness and engagement levels. Hewitt leverages employee information to un-cover country-specific, economic, regional, and global trends—in-formation that helps your company stay ahead of the talent curve. Our consultants apply their expertise in the varied employment markets, practices, and customs to deliver robust and comprehen-sive local market-based talent programs. In addition to compensa-tion surveys, Hewitt’s Data Services also publishes reports that provide HR practitioners with the necessary insights to attract, retain, motivate, and reward exceptional employees.

These reports cover a variety of subject areas including pay, performance management, benefits, and best practices on a local, regional, and global basis.

Custom Surveys Capabilities

Through Hewitt’s custom survey capabilities, clients work with experienced survey consultants and receive in-depth personalized comparisons of their organizations’ total compensation and pay practices information against those specified in a unique com-parator group. With the ability to use either previously conducted surveys as well as custom designed surveys, clients gain access to valuable insights regarding their total pay mix and the competi-tiveness of their compensation practices.


With surveys spanning over 40 countries, 2,000 positions, and over 3 million employees, Hewitt global compensation

data provides organizations with the quality information needed for effective human capital planning in 2010.


Hewitt Total Compensation Measurement (TCM)

Hewitt Total Compensation Measurement™ (TCM™)

Hewitt Total Compensation Measurement (TCM ) Survey

Hewitt Total Compensation Measurement™ (TCM™) SurveyUnited States 2010

Making meaningful talent and reward decisions in today’s competitive environment requires a comprehensive data

source. With a reputation as the world’s definitive source for compensation information, thousands of HR

professionals turn to Total Compensation Measurement for the answers they need.

Survey Benefits

Tenure

For nearly 30 years, Total Compensation Measurement has helped organizations drive performance. Total Compensation Measurement delivers total compensa-tion facts, including base salary, bonus, long-term incentives, and benefits through innovative products, insights, services, and solutions.

Global Representation

With over 7,000 participants from over 40 countries, Total Compensation Mea-surement can provide you with global compensation information that will help your organization position itself properly worldwide.

Robust Data

Over 50 industries and more than 700 companies and more than 2,500 business units are represented annually in Total Compensation Measurement, making it the largest and most comprehensive data resource available to HR professionals, se-nior management, and boards of directors.

Job Matching Made Easy

Compensation components are measured in salary-equivalent terms. As data is submitted by positions, Hewitt’s unique JobLink leveling methodology, allows results analysis by position, organizational level, salary level, industry, size, or virtu-ally any other measure.

Total Compensation Measurement Online

TotalCompensationCenter.com

Hewitt’s convenient online tool offers HR specialists complete access to the full array of Total Compensation Measurement results, al-lowing clients to create customizable compensa-tion solutions. Total Compensation Measurement Online offers one of the most efficient compensa-tion data solutions in the market.

Custom Reports

Define an unlimited number of comparator groups using parameters such as industry, name, location, or financial measure. Calculate custom percentiles and compare your company data to the comparator group of your choice.

View and Age

Age results with multiple annual adjustment percentages and convert data to any currency. View results by job, or view all jobs by pay component and sort by job title or job code. With advanced functionality, blend multiple jobs together easily.

Timeline

Collection Materials Available:

February 2

Effective Date of Participant Data:

Calendar Year 2010

Participant Data Submission Deadline:

April 15

Survey Results Published:

Various

Hewitt Total Compensation Measurement (TCM) Survey

Hewitt Total Compensation Measurement (TCM™) Survey United States 2010

Download

Distribute your data easily with unlimited user IDs and passwords. Browse custom-ized survey portfolio by region, year, and language, and search job portfolio by family, title, code, and keyword.

Executive Products

Collecting data on over 490 core executive jobs, Hewitt’s portfolio of Total Compensa-tion Measurement executive reports gives your organization the high-quality infor-mation necessary to make critical reward decisions.

Total Compensation by Industry

Features a full range of statistics on cash compensation, long-term incentive values, total compensation for multiple positions and salary bands, and award sizes. Results also include:

Trend information for base salary, bonus, ▪total cash, long-term incentives, and total compensation.Prevalence of long-term incentives, ▪executive benefits, and perquisites by position.Long-term incentive data for all ▪incumbents, as well as receivers only.Results reported by industry, as well as ▪on a consolidated basis.

Executive Products

Cash Compensation by Industry

Receive data on base salary, short-term incentives, total cash compensation, prevalence of long-term incentives, execu-tive benefits, and perquisites. A full range of statistics is analyzed by organizational level, industry, and salary band plus com-pensation trends by position.

Regression Analysis

Calculate size-adjusted pay levels based on user-defined scope measures, regressed values by industry, and custom and re-verse percentiles. Additionally, age, print, and export the data to improve the ease of use of compensation information.

Custom Studies

Receive an in-depth analysis of a compar-ator group you choose based on industry, reputation, revenue, and/or financial performance. Hewitt consultants will help you interpret the results to help you reach your business objectives.

Management and Professional Products

Hewitt’s portfolio of Total Compensation Measurement management and profes-sional reports provide total compensation data on over 690 nonexecutive jobs in all sectors, including manufacturing, service, financial, and retail industries.

Total Compensation by Industry

Receive data on cash compensation, long-term incentive values, total compensation, and award sizes, as well as trend informa-tion for base salary, bonus, total cash, long-term incentives, and total compensa-tion.

Cash Compensation by Industry

With more than 450 general industry/financial services positions and over 240 retail positions, this report offers a full range of statistics on base salary, short-term incentives, and total cash compensa-tion data for management and profes-sional positions.

Cash Compensation by Geographic Region

Presents base salary, short-term incentive, and total cash compensation data from 24 metropolitan and 5 national regions. Sal-ary band, national averages, and regional breakouts are included in the total cash analysis.

Hewitt Total Compensation Measurement (TCM) Survey

Hewitt Total Compensation Measurement™ (TCM™) Survey United States 2010

Management and Professional Custom

Total Compensation Measurement Studies

In-depth analysis of a comparator group you choose based on industry, reputation, revenue, and/or financial performance. Hewitt consultants will help you interpret the results to help you reevaluate your tal-ent and reward policies and strategies.

Other ProductsAdditional Subscription Services

Benefit SpecSelect™ OnlineMarket-leading Web-based competitive analysis tool for broad-based employee benefits.

Total Compensation MeasurementCash OnlineOnline access to the cash compensa-tion data for all companies in the Total Compensation Measurement database. Click here for information on additional subscription services.

Additional Total Compensation

Measurement Products

We provide an additional series of reports and analyses with our Total Compensation Measurement database. Each is a custom-ized analysis based on your requirements.

Results

How Collected Data is Reported

Results are delivered through TotalCompensationCenter.com and can be downloaded as report-ready Adobe® portable document format (PDF) or as Microsoft® Excel® spreadsheets.

Job Families/Industries

For a list of job families and industries represented in 2009, click here.

How to Purchase

The participant order form is part of the data collection materials and includes prices for subscription services, Total Compensation Measurement products, and related products and services.

For nonparticipant purchase, please complete the linked U.S. Total Compensation Measurement Order Form.

Results Fee

Click here to view the 2010 U.S. Total Compensation Measurement Product Guide. Click here to access the 2010 Hewitt Global Compensation Surveys Product Guide.

Participation

Past Participants

Click here to view a list of previous Total Compensation Measurement participants.

Who Can Participate

All companies are welcome to participate.

How to Participate

Click here to register your participation in the 2010 Hewitt Total Compensation Measurement Survey.

Additional Information

For more information, please contact the Hewitt Survey Sales Team at 800-441-3078, option 2 or via e-mail [email protected].

https://host2.agsdc.net/hewitt/files/AudienceForm/2010_TCM_Product_Guide.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt_US_TCM_2009_Position_Descriptions.xls

https://host2.agsdc.net/hewitt/files/AudienceForm/2010_TCM_Order_Form.xls


mailto:[email protected]?subject=2010 New York City Area HDCS Survey Participation Interest

https://host2.agsdc.net/hewitt/files/AudienceForm/2009%20Exec%20&%20M&P%20Participant%20Alpha%20Listing%20by%20Company.pdf

mailto:[email protected]?subject=2010 TCM Participation Interest

mailto:[email protected]?subject=2010 TCM Participation Interest

Hewitt Global Variable Compensation Measurement Survey

Hewitt Global Variable Compensation Measurement (Global VCM™)


Hewitt Global Variable Compensation Measurement™ (Global VCM™) Survey

With variable pay spending increasing, companies are closely analyzing their variable pay plans at global and local

levels. With meaningful data that spans industries, geographies, and business models, Hewitt is pleased to introduce

our Global Variable Compensation Measurement Survey.

Survey Benefits

Global View, Local Focus

Hewitt’s Global Variable Compensation Measurement Survey expands the reach of our tenured U.S. and Canadian Variable Compensation Measurement surveys across the globe, focusing on local broad-based variable pay programs, or global programs implemented at the subsidiary level.

Market Data Leader

Conducted for nearly 15 years, Hewitt’s Variable Compensation Measurement Survey is the only annual broad-based study capturing unique plan characteris-tics for cash and special recognition. Areas evaluated include:

Plan objectives ▪Plan eligibility ▪Funding ▪Design ▪Plan effectiveness ▪

General Information

Special Studies

Participants have the option of ordering custom studies based on their own specifi-cations, subject to data volume.

Type of Data Collected

Focus on:Broad-based, short-term incentives ▪Special recognition awards ▪


Analysis of How Plan Design Characteristics

Link to Plan Effectiveness

Design and Administrative Aspects

Summarized by Type of Plan and Objective

of Plan

Participant demographics and business ▪resultsPlan objectives and degree of accom- ▪plishment of plan objectivesEligibility criteria ▪Funding arrangements and performance ▪criteriaTargeted awards, actual payouts, and ▪award determination

Summary of Characteristics of Special

Recognition Awards

Participant demographics and business ▪results Plan objectives and degree of accom- ▪plishment of plan objectives Eligibility criteria ▪Type and size of special recognition ▪awards Communication issues ▪

Regional Executive Summaries

Country highlights ▪Cross-border trends ▪Similarities and differences across ▪

countries

Timeline


February 15


January 1


April 15


August 11


Hewitt Global Variable Compensation Measurement™ (Global VCM™) Survey

Countries

Asia PacificAustraliaChinaHong KongIndiaIndonesiaJapanKoreaMalaysiaPhilippinesSingaporeTaiwanThailandNew Zealand

EuropeAustriaCzech RepublicFranceGermanyNetherlandsSwitzerlandPolandSwedenUnited Kingdom

Middle EastBahrainEgyptQatarSaudi ArabiaUAE

North AmericaCanada United States


Click here to access the 2010 Hewitt Glob-al Compensation Surveys Product Guide. For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.

Results

The report summarizes each major component of the plan or program presented using tables, graphs, charts, or narrative form to illustrate how various participants responded. Where appropri-ate, 75th percentile, average, median (50th percentile), and 25th percentile responses are provided.

How to Purchase

The participant order form is included as part of the data collection materials.

Nonparticipant order information may be accessed here.

Results Fee (per country)*

Participants $900 USD ▪Nonparticipants $1,800 USD ▪

*Multiyear discounts/Total Compensation Measurement™ (TCM™) bundling could apply.

Pricing may vary, dependent upon the country.

Participation

Participant Criterion


How to Participate

Click here to register your participation interest in the 2010 Global Variable Compensation Measurement Survey.

Country listing is subject to change at any time without notice.

https://host2.agsdc.net/hewitt/files/AudienceForm/2010_GTCM_Product_Guide.pdf

mailto:[email protected]?subject=2010 Global VCM Survey Participation Interest

https://host2.agsdc.net/hewitt/files/AudienceForm/2010_HewittUSSurveysOrderForm.pdf


Hewitt Variable Compensation Measurement (VCM)

Hewitt Variable Compensation Measurement (VCM)

Hewitt Variable Compensation Measurement (VCM) Survey

Hewitt Variable Compensation Measurement (VCM) SurveyUnited States 2010

Is your variable pay plan living up to its potential? This survey holds the information that your organization needs to

remain competitive, allowing access to best practices in variable compensation by analyzing the factors that drive

the effectiveness of incentive programs.

Survey Benefits

Tenure Advantage

Hewitt’s Variable Compensation Measurement survey is the only broad-based survey covering variable pay plans that has been in existence for 14 years.

Market Data Leader

Variable Compensation Measurement is the only annual broad-based survey capturing plan characteristics for cash, special recognition, and equity programs. Areas evaluated include:

Plan objectives ▪Plan eligibility ▪Funding ▪Design ▪Plan effectiveness ▪

Participant Retention

Only variable compensation plan database that includes information from 275 com-panies covering 682 plans.

Extensive Segmentation Option

Custom reporting available including op-tions for specific comparator groups and multi-year evaluations.

General Information

Special Studies

Participants have the option of ordering custom studies based on their own speci-fications.


All types of variable pay including:Cash variable pay awards ▪Special recognition awards ▪Nonexecutive stock options awards ▪Nonexecutive restricted stock awards ▪


Analysis of How Plan Design Characteristics

Link to Plan Effectiveness

Design and Administrative Aspects

Summarized by Type of Plan and Objective

of Plan

Participant demographics and business ▪resultsPlan objectives and degree of accom- ▪plishment of plan objectivesEligibility criteria ▪Funding arrangements and performance ▪criteriaTargeted awards, actual payouts, and ▪award determination.

Timeline


April 13


N/A


June 30


September 17

Hewitt Variable Compensation Measurement (VCM) Survey

Hewitt Variable Compensation Measurement (VCM) Survey United States 2010

General Information

Summary of Characteristics of Special

Recognition Awards

Participant demographics and business ▪results Plan objectives and degree of accom- ▪plishment of plan objectives Eligibility criteria ▪Type and size of special recognition ▪awards Communication issues ▪

Detailed Specifications on Stock Option

Programs for Nonexecutive Employee

Participant demographics and business ▪results Plan objectives and degree of accom- ▪plishment of plan objectives Eligibility criteria ▪Grant size determination ▪Exercise conditions and economic values ▪of nonexecutive stock option grants Share authorization and utilization ▪


For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visitwww.TotalCompensationCenter.com.

Results

The report summarizes each major aspect of the plan or program in question in tables, graphs, charts, or narrative form to illustrate how various participants responded. Where appropriate, 75th percentile, average, median (50th per-centile), and 25th percentile responses are provided. Equity grant information is valued using a Black-Scholes stock option or proprietary discounting models.

How to Purchase

The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here.

Results Fee

Participants $1,000* ▪Nonparticipants $2,000** ▪

On-Time Submission Discount:*

Submit your data prior to the May 21 2010 due date* and receive a $150 discount off the $1,000 participant price.

*All submissions must be received by Hewitt Associates by May 21 to receive this discount—no exceptions.

**Requires participation in 2010, 2011 database

Participation

Past Participants

Over 120 organizations participated in the 2009 Variable Compensation Measurement Survey. Click here to view a list of past participants.



How to Participate

Click here to register your participation interest in the 2010 Variable Compensation Measurement Survey.

Results Teleconference

A VCM results teleconference is planned for Wednesday, September 29. Learn more here.

Variable Pay Index™ (VPI™)

New for 2010, Hewitt’s Variable Pay Index™ (VPI™) allows you to effectively measure your variable pay plans. Gain the VPI Advantage today.

mailto:[email protected]?subject=2010 U.S. VCM Survey Participation Interest


https://host2.agsdc.net/hewitt/files/AudienceForm/2009VCMParticipantList.pdf

mailto:[email protected]?subject=2010 VCM Survey Participation Interest

mailto:[email protected]



Hewitt Variable Compensation Measurement (VCM) Survey United States 2010

Hewitt Salary Increase Survey (SIS)



Hewitt Salary Increase Survey (SIS)United States 2010–2011

Last year projected salary increases were the lowest in over 30 years whereas, variable pay spending reached an all-

time high. Will this trend continue? Find out with this survey that provides salary increase information for executive,

salaried exempt, salaried nonexempt, nonunion hourly, and union U.S. employees.

Survey Benefits

Tenure Advantage

An invaluable resource for HR profes-sionals, CFOs, and CEOs alike, originally launched in the U.S. almost 35 years ago. The survey today spans more than 40 markets and represents pay practices for over 1,000 U.S. organizations.

Pulse Updates

Witness Hewitt’s commitment to updates of the survey, where appropriate, in regard to economic conditions.

Preliminary Results

One hour of participation in this question-naire allows you complimentary access to the preliminary results (July 1), as well as a full detailed report at the end of August.


With over 1,100 participants in 2009, this survey brings the latest data from the U.S. economy.

.

General Information

Items Reported

Budget Increases

Overall salary increase budget ▪Merit increase budget ▪General salary increase budget ▪Actual merit increases granted ▪Salary structure increase ▪

Variable Pay Plans

(Annual Incentive Awards)—Prevalence

Individual performance awards ▪Team awards ▪Gain sharing/productivity awards ▪Cash profit sharing awards ▪Business incentives ▪Special recognition awards ▪Nonexecutive stock options/ownership ▪

Scope Measurements

Total number of full-time employees (U.S.)Under 500 ▪501–1,000 ▪1,001–2,000 ▪2,001–5,000 ▪5,001–10,000 ▪10,001–20,000 ▪20,001–50,000 ▪Over 50,000 ▪

Timeline


June 1


N/A


July 1

Preliminary Results (Participants Only):

July 1


August 31


Hewitt Salary Increase Survey (SIS)United States 2010

General Information

Annual Revenue

Under $50 million ▪$50 million–$150 million ▪$151 million–$500 million ▪$501 million–$1 billion ▪$1 billion–$5 billion ▪$5 billion–$10 billion ▪$10 billion–$20 billion ▪Over $20 billion ▪


For more information, please contact the Hewitt Compensation Surveys Sales Team at 800-441-3078, or via email at [email protected] also visit

www.TotalCompensationCenter.com.

Results

How to Purchase

Nonparticipant order information may be

accessed here.

Results FeeParticipants: No charge ▪Nonparticipants: $500 ▪

The full report, delivered at the end of August, provides data for each employee group by:

All Companies ▪By Industry ▪U.S. Region (East, Midwest, South, West) ▪

A special section of the results component will be devoted to insights on pay delivery and cost reduction approaches.

Participation

Past Participants

The 2009 and 2010 U.S. Salary Increase Survey hosted over 1,100 participants. Please click here to view a list of participants.



Salary Increase Surveys are also conducted in non–U.S. markets. For a complete list of countries, please click here.

How to Participate

Participant materials will be sent via e-mail at the end of May/early June. Click here to register your participation interest in the 2010 U.S. Salary Increase Survey or visit www.TotalCompensationCenter.com.

mailto:[email protected]?subject=2010 U.S. SIS Survey Participation Interest


https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt20092010U.S.SalaryIncreaseSurveyParticipant List.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/2009HewittGlobalSalReport.pdf

mailto:[email protected]?subject=2010 SIS Survey Participation Interest

https://www.totalcompensationcenter.com/TCC/home/home.jsp

Hewitt Sales Compensation (SC) Survey



Hewitt Sales Compensation (SC) SurveyUnited States 2010

Survey Benefits

Incumbent-Based Data

Incumbent-based data is collected, not average company data. The result—you find out what a 75 percentile performer is paid rather than the 75 percentile of the company averages. 2009 Sales Compen-sation Survey results represented over 36,000 sales incumbents.

Targeted Benchmarking

View similar jobs within your industry and in others, based on your custom-defined attributes. This survey provides the unique ability to take different views of the talent market, giving a broader perspective of how similar sales talent is rewarded.

Past Participant Advantage

Participants of the 2009 Sales Compensa-tion Survey will benefit from the prepopulation of their questionnaire for 2010 data collection.

Report Builder

Usage of the new and improved Report Builder allows you access to results specific to your sales force. Click here to view an example.

Timeline


February 17


March 1


April 15


August 25

Combinations of critical sales responsibilities—such as territory type, product complexity, and sales cycle can

influence nearly 50% of compensation costs for many sales positions. The Sales Compensation Survey

differentiates these attributes, providing the data necessary for a well-tailored sales compensation program.

One Size Does Not Fit All

Traditional benchmarking requires match-ing your roles to a generic job description, resulting in force-fitting your roles based on titles. Critical elements such as sales focus, customer segment, product versus service, and territory type can influence compensation for sales professionals.

With the Sales Compensation Survey, there is no emphasis on finding a “match” to your specific “job.” We know that sales forces are unique based on the complex in-teraction of sales strategy, industry dynam-ics, and unique talent markets. Instead, you have the ability to describe your roles, while the survey identifies similar roles from other survey participants.

Participants build unique roles using a pre-determined series of key attributes related to their sales roles. To view a selection of

attributes by role, please click here.


Data collected by position:Matching title ▪Reports to ▪Base salary ▪Actual sales incentive ▪Target sales incentive ▪Actual company-wide bonus ▪Target company-wide bonus ▪

Pay practices:Turnover ▪Sales incentive design ▪Compensation governance and ▪administrationSales recognition practices ▪Prevalance of long-term incentives ▪Automobile policy ▪

General Information

https://host2.agsdc.net/hewitt/files/AudienceForm/2010SCReportBuilderSample.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2009SalesCompAttributesList.pdf


Hewitt Sales Compensation (SC) SurveyUnited States 2010

Results

How to Purchase

The participant order form is included as part of the data collection materials.

Results Fee

Participant Results $1,800 ▪

Survey results are available to participating companies only.

SC On-Time Submission Discount:

Submit your data prior to the April 15, 2010 due date* and receive a $200 discount off the $1,800 participant price.

*All submissions must be received by Hewitt Associates by April 15 to receive this discount—no exceptions.

ParticipationGeneral Information



Past Participants Eighty-two organizations participated in the 2009 Sales Compensation Survey, a 28% increase from 2008. Click here to view a list of 2009 participants.



If sufficient data is collected, industry breakouts by role are included in results.

How to Participate

Click here to register your participation interest in the 2010 Sales Compensation Survey.

mailto:[email protected]?subject=2010 SC Survey Participation Interest

https://host2.agsdc.net/hewitt/files/AudienceForm/2009SalesCompParticipantList.pdf

mailto:[email protected]?subject=2010 SC Survey Participation Interest

Hewitt General Industry Compensation Surveys

Hewitt General Industry Compensation Surveys

Hewitt Auto and Equipment Finance Industry Compensation Survey (AEFI)

Hewitt Auto and Equipment Finance Industry (AEFI)Compensation Survey United States 2010

Survey Benefits General Information


Data collected by position:Base pay ▪Variable pay ▪Total cash compensation ▪Salary range ▪Job matching information ▪Company/job scopes ▪FLSA status ▪Finance segment ▪

Jobs

Click here for additional information regarding jobs included in the 2010 Auto and Equipment Finance Industry Survey.

Industries Represented

Financial Services



Results

How to Purchase

The participant order form is included as part of the data collection materials. Nonparticipant order information may be accessed here. Nonparticipant orders include a commitment to participate in the 2011 AEFIS survey.

Results Fee

Participants $3,000 ▪Nonparticipants $7,500 ▪

with participation in 2011

Participation

Past Participants Despite the challenging economy and limitations on survey budgets, 10 organizations (7 Captive, 3 Noncaptive) participated in the 2009 Auto Finance Industry Survey, allowing for progression of the survey. Click here to view a list of 2009 Auto Finance Industry Survey participants.

How to Participate

Click here to register your participation interest in the 2010 Auto and Equipment Finance Industry Compensation Survey (AEFI).

Timeline


March 18


April 1


June 18


July 29

A useful tool for analyzing pay levels and practices for over 90 positions, this survey’s new title captures all auto and

equipment financing needs. Formerly the Auto Finance Industry (AFI) survey, it is guided by an advisory committee of

auto finance industry contacts and is the only source of data for industry-specific roles.

Segmentation Options

Unique data segmentation—captive versus noncaptive, geographic summary, asset size—offers decision-making assistance in a challenging economic climate. New for 2010, breakouts will be available for auto and equipment-specific finance segments.

Unique Focus

With collection of individual incumbent data rather than company averages, pay components and types of jobs are a key focus. Information on salary planning is also provided.

New Roles for 2010:

Senior Manager, Service Planning Group ▪

Manager, Service Planning Group ▪

Senior Analyst, Service Planning Group ▪

https://www.totalcompensationcenter.com/TCC/solutions/ctlgjoblist.jsp?srvyId=103410&langId=1&countryId=1&year=2009

mailto:[email protected]?subject=2010 AEFI Survey Participation Interest


https://host2.agsdc.net/hewitt/files/AudienceForm/2009AFICSParticipantList.pdf

mailto:[email protected]?subject=2010 U.S. SIS Survey Participation Interest

Hewitt Distribution and Fulfillment Center (DFC) Compensation Survey

Hewitt Distribution and Fulfillment Center (DFC) Compensation Survey United States 2010

Survey Benefits

Extensive Segmentation Options

Results include compensation data broken out by revenues, industry, and state. Addi-tional pay information includes details on:

Compensation planning ▪Benefits and rewards programs ▪Employee turnover ▪On-call pay ▪Overtime pay ▪Shift differentials ▪

Individual Incumbent Data

This survey collects data for 45 positions, both hourly and salaried, for job families involved in multiple phases of the supply chain process.

Merit Increase Considerations

While variable pay eligibility remained consistent, results from the 2009 Distribu-tion and Fulfillment Center Compensation Survey demonstrated a drop in the number of incumbents receiving rewards. Distribu-tion and Fulfillment Center Compensation Survey salary increase budgets for 2009 were also lower than results reported in Hewitt’s 2009-2010 U.S. Salary Increase Survey.

General Information


General

Jobs/Skills

Click here for additional informationregarding jobs included in the 2009 Distribution and Fulfillment Center Compensation Survey.



Results

How to Purchase


Results Fee


DFC On-Time Submission Discount: ▪



Participation

Past Participants Twenty-eight organizations participated in the Hewitt 2009 Distribution and Fulfillment Center Compensation Survey. Click here to view a list of past participants.



How to Participate

Click here to register your participation interest in the Hewitt 2010 Distribution and Fulfillment Center Compensation Survey.

Timeline


March 1


April 1


April 20


August 9

The Distribution and Fulfillment Center Compensation Survey delivers high-quality data specific to distribution and

fulfillment center operations and related functions. In its fifth season, results from this year’s survey will clearly

demonstrate the full effects of the 2009 economic climate.




https://host2.agsdc.net/hewitt/files/AudienceForm/2009DFCParticipantList.pdf

mailto:[email protected]?subject=2010 DFC Survey Participation Interest

Hewitt Retail Nonexempt (RENEX) Compensation Survey

Hewitt Retail Nonexempt (RENEX) Compensation Survey United States 2010

This annual survey collects data on over 1.2 million incumbents from leading retailers representing a number of retail

industries such as mass merchandisers, department stores, supermarkets, etc.

Survey Benefits


When it comes to evaluating pay structure, retailers face a double challenge: control-ling costs in a low-margin industry, while retaining workers in a high-turnover en-vironment. Federally mandated minimum wage legislation poses additional consid-erations.

This survey helps balance spending limitations while retaining a stable talent pool. In turn, your organization will re-main competitive in an unstable economic environment.


Hewitt has over a decade of experience in the retail industry and a company partici-pant retention rate of 70%.

Distinct Results

Our results include data segmented by geographic region, industry, state, and metro areas. Custom segmentation by Zip Codes are also available.

A detailed pay practices summary is also included, featuring information on compensation planning, benefits, and paid time off.

General Information


Data collected includes base pay, salary range, variable pay, and union status.

Results will include data on hourly base pay, hourly bonus, hourly total cash, aver-age start rate, and average duration of service to assist you in your compensation decisions.


Retail Industries

Jobs/Skills

Please click here for additional information regarding jobs included in the 2009 Retail Nonexempt Compensation Survey.



Results

How to Purchase


Results Fee


RENEX On-Time Submission Discount:

Submit your data prior to the April 23 due date* and receive a $200 discount off the $1,400 participant price.


Participation

Past Participants

Forty-nine organizations participated in the 2009 Retail Nonexempt Compensation Survey. Click here to view a list of past participants.


All companies engaged in the retail indus-try are welcome to participate.

How to Participate

Click here to register your participation interest in the 2010 Retail Nonexempt Compensation Survey.

Timeline


March 15


April 1


April 23


July 30




https://host2.agsdc.net/hewitt/files/AudienceForm/2009RenexParticipantList.pdf

mailto:[email protected]?subject=2010 RENEX Survey Participation Interest

Hewitt Health Care Executive (HCExec) Compensation Survey

Hewitt Health Care Executive (HCExec) Compensation Survey United States 2010

This annual survey is the only industry survey that provides information on base salary, variable pay, long-term

incentive, and valuation of benefits and perquisites.

Survey Benefits

Complete Picture

This survey provides a complete picture of all components of pay—cash, benefits, long-term incentives, and perquisites. It is the only available health care survey that values supplemental benefits and perquisites rather than costing them out. This provides the full picture of the cost for your executives.

Customization

Participants will find that the survey tool, process, and results reporting are specifi-cally tailored to the health care industry, based on inputs provided by participants.

Improve Performance

Utilizing this survey will improve the effectiveness of your pay programs.

General Information


Data collected includes base pay, variable pay, supplemental benefits, perquisites, and long-term incentives.


Health Care/Medical ServicesHospitalsLong-Term Care FacilitiesMedical

Jobs/Skills

Please click here for additional informa-tion regarding jobs included in the 2010 Health Care Executive Compensation Survey.



Results

How to Purchase


Results Fee

Participants $1,200* ▪Nonparticipants $3,600 ▪

*$200 discount to participants that provide all detailed benefit information

Participation

Past Participants

Thirty organizations participated in the 2009 Health Care Executive Compensation Survey. Click here to view a list of past participants.

Participation Criterion

All companies engaged in the health care industry are welcome to participate.

How to Participate

Click here to register your participation interest in the 2010 Health Care Executive Compensation Survey.

Timeline


April 1


May 1


June 25


September 22


mailto:[email protected]?subject=2010 HCEX Survey Participation Interest


https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2009HCEXParticipants.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2009HCEXParticipants.pdf

mailto:[email protected]?subject=2010 HCEX Survey Participation Interest

Hewitt High Demand Clinical Skills (HDCS) Compensation Survey

Hewitt High-Demand Clinical Skills (HDCS) Compensation SurveyUnited States 2010

Timeline


April 30


May 1


July 23


Mid September

This new survey focuses offers separate reports on high-demand clinical skills positions in the following regions and at a national level: Atlanta, Chicago, Dallas, and New York City.

Survey Benefits

Data by Location

Companies will now be able to obtain high-demand location-specific data at both a national and regional focus for “hot” clinical jobs in the health care industry. Regional areas include: Atlanta, Chicago, Dallas, and New York City.

Pay Practices

This survey provides current pay practices information including details on:

Position ▪Special recognition and pay programs ▪Premium pay ▪Evening/night/weekend differentials ▪Bilingual differentials ▪On-call pay ▪Call-back pay ▪Per-diem pay ▪Higher-education pay ▪Certification pay ▪

General Information

Results Fee

n Participants $1,200n Nonparticipants N/A

On-Time DiscountSubmit your data prior to the June 1, 2010 due date* and receive a $200 discount off the $1,200 participant price.

*All submissions must be received by Hewitt Associates by June 1 to receive this discount—no exceptions.

Referral DiscountRefer an organization that participates in the survey and receive 50% off the $1,200 participant price.

Health Care Executive SurveyHewitt also offers the Health Care Executive (HCExec) Compensation Survey. Click here for more information.


Data collected includes base pay, variable pay, and pay practices information.


Health Care/Medical ServicesHospitalsLong-Term Care FacilitiesMedical

Jobs/Skills

Please click here for additional information regarding jobs included in the survey.

Participation

Who Can Participate

All companies engaged in the health care industry are welcome to participate.

How to Participate

Click on the respective region name to register your participation interest in these surveys:

National HDCS ▪Atlanta Area HDC ▪ SChicago Area HDC ▪ SDallas Area HDC ▪ SNew York City Area HDC ▪ S

How to Purchase




https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010HCEXCompensationSurvey.pdf


mailto:[email protected]?subject=2010 Atlanta Area HDCS Survey Participation Interest

mailto:[email protected]?subject=2010 Chicago Area HDCS Survey Participation Interest

mailto:[email protected]?subject=2010 Dallas Area HDCS Survey Participation Interest



mailto:[email protected][email protected]?subject=2010 HDCS National Survey Participation Interest

Hewitt Project and Program Management (PPM) Compensation Survey

Hewitt Project and Program Management (PPM) Compensation SurveyUnited States 2010

The Project and Program Management Compensation Survey is the only source of accurate pay data for a complete

career ladder of project management and select program management roles.

Survey Benefits

Customization

This survey has been customized to cater to roles specific to project and program management. Job descriptions and scope measures have been identified to ensure easy and accurate matching.

Relevant scope measures include:Size of project/program ▪Number of projects/programs managed ▪Financial scope ▪Project/program complexity ▪Technical requirements ▪

Participants will find that the survey tool, process, and results reporting are spe-cifically tailored to roles in project and program management.

Improve Performance

Utilizing this survey will improve the effectiveness of your pay programs.

General Information


Data collected includes base pay, variable pay, and prevalence of long-term incentives.


All Industries

Jobs/Skills

Please click here for additional information regarding jobs included in the 2009 Project and Program Management Compensation Survey.



Results

How to Purchase


Results Fee


PPM On-Time Submission Discount:

Submit your data prior to the May 3 2010 due date* and receive a $200 discount off the $1,500 participant price.


ParticipationPast Participants

Eleven organizations participated in the 2009 Project and Program Management Compensation Survey. Click here to view a list of past participants.

Who Can Participate

All organizations that have a Project Management Office (PMO) or incumbents operating in project or program management roles are welcome to participate.

How to Participate

Click here to register your participation interest in the 2010 Project and Program Management Compensation Survey.

Timeline


February 24


April 1


June 18


September 16

https://host2.agsdc.net/hewitt/files/AudienceForm/2009HewittPPMRoles.pdf

mailto:[email protected]?subject=2010 Global PPM Survey Participation Interest


https://host2.agsdc.net/hewitt/files/AudienceForm/2009PPMParticipantList.pdf

mailto:[email protected]?subject=2010 PPM Survey Participation Interest

Hewitt International Midstream Oil & Gas Industry Compensation Survey

Hewitt International Midstream Oil and GasIndustry Compensation Survey

As a thriving industry, compensation data for industry-specific jobs is scarce. This survey is a direct response to client

demand for key executive and non-executive positions at multi-country levels.

Survey Benefits

As a commitment to the midstream oil and gas industry, Hewitt is pleased to launch the 2010 International Midstream Oil and Gas Industry Compensation Survey. Benefits of the survey include:

Multi-country representation: ▪ Location-specific data for key jobs in the United States, Canada, and the United Kingdom.

▪ Advisory board involvement: Survey capabilities guided by an advisory board of industry partners.

Industry insights: ▪ Survey participation includes an invitation to Hewitt’s 2010 Energy Forum, an environment devoted to timely discussions surrounding energy industry technical and business issues.

General Information


Data collected for each position includes:Base pay ▪Total cash compensation ▪Job matching information ▪Variable pay ▪Long-term incentives ▪Short-term incentives ▪Company/job scopes ▪Geographic pay ▪Overtime practices ▪

Jobs/Skills

Please click here for additional information regarding jobs included in the 2010 International Midstream Oil & Gas Industry Compensation Survey.



Results

How to Purchase


Results Fee

Participants N/A ▪Nonparticipants N/A ▪

Participation

Who Can Participate

All organizations engaged in the mid-stream oil and gas industry at a multinational level are invited to participate.

How to Participate

Click here to register your participation in-terest in the 2010 International Midstream Oil & Gas Industry Compensation Survey.

Timeline


August 16


July 1


September 20


October 29

https://host2.agsdc.net/hewitt/files/AudienceForm/2009HewittPPMRoles.pdf

mailto:[email protected]?subject=2010 MOG Survey Participation Interest


mailto:[email protected]?subject=2010 MOG Survey Participation Interest

Hewitt Technology Compensation Surveys

Hewitt Technology Compensation Surveys

Hewitt HOT Technologies (HOT) Survey

Hewitt HOT Technologies (HOT) SurveyUnited States 2010

In its 14th year, the HOT Technologies Survey provides a unique skills-based approach to industrial technology posi-

tions, leveraging technical skills that employees contribute to your organization.

Survey Benefits

Industry-Specific Skill Focus

The HOT Technologies Survey focuses on leading-edge information technology skills as opposed to benchmark positions. This survey includes over 50 skills, with four levels for each skill. The skills are updated annually to represent what is “hot” in the technology field.

Broad Overview

Data in these results include information on base pay, total cash compensation, stock options, and HR practices for attract-ing, retaining, motivating, and aligning “hot” skilled professionals. The report also includes results broken out by geographic region across the U.S.

General Information


Base pay ▪Variable pay ▪Long-term incentives ▪Pay practices for benefits and perquisites ▪

For each skill set and level combination, tabular data pages display the number of companies reporting the position, the number of incumbents reported, the aver-age, 10th, 25th, 50th, 75th, and 90th percentiles. Pay broken out by type of op-erating platforms is included in standard results. General organizational, benefits, and salary administration information are also included in the results.


General Industry

Jobs/Skills

Please click here for additional information regarding jobs included in the 2009 HOT Technologies Survey.

Additinal Information


Results

How to Purchase


Results Fees


HOT On-Time Submission Discount:

Submit your data prior to the May 15, 2010 due date* and receive a $200 discount off the $1,200 participant price.


Participation

Past Participants

Eighty-one organizations participated in the 2009 HOT Technologies Survey. Click here to view a list of past participants.


All companies interested are welcome to participate.

How to Participate

Click here to register your participation interest in the 2010 HOT Technologies Survey.

Timeline


April 5


April 1


May 15


July 20




https://host2.agsdc.net/hewitt/files/AudienceForm/2009HotTechnologiesSurveyParticipantList.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/2009HotTechnologiesSurveyParticipantList.pdf

mailto:[email protected]?subject=2010 HOT Survey Participation Interest

Hewitt SAP Skill Compensation Survey (SAP)—Spring

Hewitt SAP Skill Compensation Survey (SAP)—Spring United States 2010

An extension of Hewitt’s HOT Technologies Survey, the SAP survey is a direct response to client demand for timely

and deeply segmented SAP data than is currently available in the market. As it enters its 4th consecutive year, this

survey is conducted twice a year (Spring and Fall).

Survey Benefits

Timely Data for a Dynamic Talent Market

As more organizations begin to implement SAP, the need to stay abreast of current salary trends is imperative. Featured twice a year, participants will have the lat-est data in an ever-changing, aggressive talent market. The 2009 Fall survey cap-tures data on how the current economic climate is affecting SAP talent.

Includes Key Business Analyst Positions

This survey offers the ability to submit a wide array of SAP job positions, from posi-tions involved in programming through functional business analysts and project leads.

General Information


Base pay ▪Variable pay ▪Long-term incentives ▪


General Industry

Jobs/Skills

Please click here for additional information regarding jobs included in the 2009 SAP Skill Compensation Survey.



Results

How to Purchase


Results Fees


SAPS On-Time Submission Discount:

Submit your data prior to the February 26, 2010 due date* and receive a $200 discount off the $1,500 participant price.

*All submissions must be received by Hewitt Associates by February 26 to receive this discount—no exceptions.

Participation

Past Participants

Fifty-three organizations participated in the 2009 SAP Skill Spring Compensa-tion Survey. Please click here to visit the participant list.



How to Participate

Click here to register your participation interest in the 2010 SAP Skill Compensation Surveys.

Timeline


January 15


January 1


February 26

Extension: Participant Data Submission Deadline:

March 12


April 22




https://host2.agsdc.net/hewitt/files/AudienceForm/2009 SAP Skill Compensation Survey Spring Participant List.pdf

mailto:[email protected]?subject=2010 SAP Survey Participation Interest

Hewitt SAP Skill Compensation Survey (SAP) - Fall

Hewitt SAP Skill Compensation Survey (SAP)—Fall United States 2010

An extension of Hewitt’s HOT Technologies Survey, the SAP survey is a direct response to client demand for timely

and deeply segmented SAP data than is currently available in the market. As it enters its 4th consecutive year, this

survey is conducted twice a year (Spring and Fall).

Survey Benefits

Timely Data for a Dynamic Talent Market

As more organizations begin to implement SAP, the need to stay abreast of current salary trends is imperative. Featured twice a year, participants will have the lat-est data in an ever-changing, aggressive talent market.

Includes Key Business Analyst Positions

This survey offers the ability to submit a wide array of SAP job positions, from posi-tions involved in programming through functional business analysts and project leads.

General Information


Base pay ▪Variable pay ▪Long-term incentives ▪


General Industry

Jobs/Skills

Please click here for additional information regarding jobs included in the 2009 SAP Skill Compensation Survey.



Results

How to Purchase


Results Fees


SAPF On-Time Submission Discount:

Submit your data prior to the September 30, 2010 due date* and receive a $200 discount off the $1,500 participant price.

*All submissions must be received by Hewitt Associates by September 30 to receive this discount—no exceptions.

Participation

Past Participants

Fifty-three organizations participated in the 2009 SAP Skill Spring Compensa-tion Survey. Please click here to visit the participant list.



How to Participate

Click here to register your participation interest in the 2010 SAP Skill Compensation Surveys.

Timeline


Late August


August 1


September 30


November 19


mailto:[email protected]?subject=2010 Global SAP Survey Participation Interest


https://host2.agsdc.net/hewitt/files/AudienceForm/2009 SAP Skill Compensation Survey Spring Participant List.pdf

mailto:[email protected]?subject=2010 SAP Survey Participation Interest

Hewitt Energy Industry Compensation Surveys

Hewitt Energy Industry Compensation Surveys

Hewitt Energy Marketing and Trading (EMT) Compensation Survey

Hewitt Energy Marketing and Trading (EMT) Compensation Survey United States 2010

The objective of this 15th annual Energy Marketing and Trading Compensation Survey is to provide a useful tool for

analyzing pay levels and practices for 91 positions in this industry.

Survey Benefits


This survey collects individual incumbent data rather than averages, capturing an accurate statistical representation for 91 energy marketing and trading roles. For 36 roles, data is collected by four levels of experience (Entry, Qualified, Senior, and a Combination of Levels), totaling over 190 unique roles.


The survey participant base has main-tained consistency during the survey’s 15-year tenure with over 4,400 incum-bents, and an average of 60–70 compa-nies participating per year. 2009 survey results contain data from 65 companies.

Extensive Segmentation Options

Data is segmented by:Company type ▪(Utility vs. Nonregulated)Energy type ▪(Natural Gas, Electricity, Crude Oil)Experience level ▪(Entry, Qualified, and Senior)Geographic region ▪(NE, SE, MW, TX, West)Markets ▪ - NEW

(Retail, Wholesale) Long-term incentive eligibility ▪

New Positions for 2010

Consider the following new positions introduced for 2010:

Sales & Marketing Functions

780 Mass Marketing Manager ▪

Crude Oil Specific Positions

Trading Functions800 Head of Crude Oil Trading ▪805 Regional Head of Crude Oil Trading ▪820 Manager of Crude Oil Trading ▪821 Crude Oil Trader ▪

Support Functions

829 Head of Crude Oil Supply ▪830 Manager of Crude Oil Supply ▪831 Crude Oil Supply Representative ▪

Marketing/Origination Functions

850 Head of Crude Oil Marketing/ ▪ Origination

855 Region Head of Crude Oil Marketing/ ▪Origination 860 Manager of Crude Oil Marketing/ ▪Origination 861 Crude Oil Marketing/Originator ▪

General Information


Data collected for each position is:Matching title ▪Reports to ▪Experience level (where appropriate) ▪Location of incumbent ▪Base salary ▪Target variable pay ▪Actual variable pay ▪Long-term incentive information ▪


Energy (Power/Gas)

Jobs/Skills

Please click here for additional informa-tion regarding jobs included in the 2009 Energy Marketing and Trading Compensa-tion Survey.



Timeline


February 9


March 1


April 8


June 30


mailto:[email protected]?subject=2010 Global EMT Survey Participation Interest

Hewitt Energy Marketing and Trading (EMT) Compensation Survey

Hewitt Energy Marketing and Trading (EMT) Compensation Survey United States 2010

Timeline


February 9


March 1


April 8


June 30

Results

How to Purchase


Custom comparator reports are also available upon request. Fee may vary depending upon request.

Results Fee


EMT On-Time Submission Discount:



Participation

Past Participants

Sixty-five organizations participated in the 2009 Energy Marketing and Trading Com-pensation Survey. Please click here to visit the participant list.


All companies engaged in energy market-ing and trading are welcome to participate.

How to Participate

Click here to register your participation interest in the 2010 Energy Marketing and Trading Compensation Survey.


https://host2.agsdc.net/hewitt/files/AudienceForm/2009EMTCompensationSurveyParticipantList.pdf

mailto:[email protected]?subject=2010 EMT Survey Participation Interest

Hewitt IEHRA Industry Compensation Survey (IEHRA)

Hewitt IEHRA Energy Industry Compensation Survey (IEHRA)United States 2010

Survey Benefits

Annual Conference

Gain exposure to industry trends, issues and solutions presented by experts at the Independent Energy Human Resources Association 22nd Annual Conference in Chicago October 6-8, 2010. Click here to view the agenda and information about the 2010 Annual Conference.

Industry-Specific Focus

Participants benefit from an industry-specific focus on compensation for over 175 unique jobs—from executive to plant hourly positions. Participants will find jobs and comparators that are relevant to their organization.

Increased Participation

This survey has maintained a consistent participation base, while increasing participation year-on-year. Seventy-eight organizations participated in 2009, an increase of 8% since 2008.

Results Breakouts

Breakouts segment the survey results based on the following attributes:

Company/plant size ▪(revenues/megawatts/number of employees)Region (plant positions) ▪Plant type (plant positions) ▪Union status ▪


Data collected for each position is:n Base pay

Total cash compensation ▪Total cash and long-term incentives ▪Job matching information ▪Union status ▪Variable pay ▪Long-term incentives ▪Company/job scopes ▪FLSA status ▪

Pay Practices Reported

Company information (size, revenue) ▪Variable pay plan design and payout data ▪Experience level (where appropriate) ▪Salary increase information ▪


Energy Services

Jobs/Skills

Please click here for additional information regarding jobs included in the 2010 IEHRA Energy Industry Compensation Survey.



Timeline


March 26


May 1


June 4


August 20

The survey is conducted annually by Hewitt and guided by the Independent Energy Human Resources

Association (IEHRA).

General Information Results

How to Purchase


Results Fee


Participation

Past Participants

Seventy-eight organizations participated in the 2009 IEHRA Energy Industry Com-pensation Survey. Click here to view the participant list.


All companies engaged in energy services are welcome to participate.

How to Participate

Click here to register your participation interest in the 2010 IEHRA Energy Industry Compensation Survey.

http://www.iehra.com/conference.html




mailto:[email protected]?subject=2010 IEHRA Survey Participation Interest


https://host2.agsdc.net/hewitt/files/AudienceForm/2009IEHRAParticipantList.pdf

mailto:[email protected]?subject=2010 IEHRA Survey Participation Interest

Hewitt Wind and Renewable Energy Compensation Survey (WES)

Hewitt Wind and Renewable Energy Compensation Survey (WES)United States 2010

As an emerging industry, compensation data for wind-specific jobs is scarce and job matches to general energy

products are often difficult. This survey takes the guesswork out of benchmarking by providing valuable data to help

develop the best compensation practices.

Survey Benefits

Rapidly Growing Comparator Group

Demand for wind energy compensation data continues to increase as new companies enter the industry and more established players reach the end of their support contracts with turbine manufacturers. Despite a challenging year in 2009, survey participation increased.

Participant Involvement

Hewitt has worked in-depth with compa-nies during ongoing survey development since 2006. This collaboration has resulted in a significant growth and amount of data in this space.

General Information


Data collected for each position is:Base pay ▪Short-term incentives ▪(including sign-on bonuses)Geographic pay ▪Overtime practices ▪


Energy (Wind)Renewable Energy



Results

How to Purchase


Results Fee

n Participants $1,500 n Nonparticipants $4,500

Participation

Past Participants

Twenty-two organizations participated in the 2009 Wind Energy Compensation Survey. Click here to view the participant listing.


All companies engaged in wind energy are welcome to participate.

How to Participate

Click here to register your participation interest in the 2010 Wind and Renewable Energy Compensation Survey.

Timeline


May 13


May 1


June 15


September 24

mailto:[email protected]?subject=2010 WES Survey Participation Interest


https://host2.agsdc.net/hewitt/files/AudienceForm/2009WESParticipantList.pdf

mailto:[email protected]?subject=2010 WES Survey Participation Interest

Total Compensation Measurement™ (TCM™)*DataEffective Date

Data Collection MaterialsAvailable

Data Due to Hewitt

ResultsReleased

Participant Price

Nonparticipant Price

2010 U.S. TCM Executive*,** 4/1/2010 2/2/2010 4/15/2010 7/31/2010 Varies N/A

2010 U.S. TCM Management & Professional*,** 4/1/2010 2/2/2010 4/15/2010 8/7/2010 Varies N/A

2010 Global TCM 2010*** 2/2/2010 Apr. Jun.–Jul. Sept.–Nov. Varies N/A

U.S. Salary Increase Survey (SIS) 7/1/2010 6/1/2010 7/1/2010 8/31/2010 Complimentary $500

2010 Global Salary Increase Survey*** 1/1/2010 Jun.–Aug. Jul.-Sept. Sept.–Nov. Complimentary $500

2010 Global Salary Planning Report 1/1/2010 Jul. Jul. Sept.–Nov. Complimentary for companies participating in at least 5 local market SIS surveys

$500

U.S. Variable Compensation Measurement™ (VCM™) Survey****

N/A 4/13/2010 6/30/2010 9/17/2010 $1,000 $2,000*Requires 2010, 2011 participation

Global Variable Compensation Measurement Survey*** 1/1/2010 2/15/2010 4/15/2010 8/11/2010 $900 $1,800

U.S. Sales Compensation Survey (SC)**** 3/1/2010 2/17/2010 4/15/2010 8/25/2010 $1,800 N/A

Energy Industry Compensation SurveysDataEffective Date


Data Due to Hewitt

Results Released

Participant Price


Energy Marketing and Trading (EMT) Survey**** 3/1/2010 2/9/2010 4/8/2010 7/15/2010 $1,800 $5,400

IEHRA Energy Industry Compensation Survey (IEHRA) 5/1/2010 3/26/2010 6/4/2010 8/20/2010 $2,000 $5,000

Wind and Renewable Energy Compensation Survey (WES)

5/1/2010 5/13/2010 6/15/2010 9/24/2010 $1,500 $4,500

* U.S. TCM includes separate data collection materials for General Industry, Retail, and Financial Services. ** Please click here to reference the 2010 U.S. TCM Product Guide to view specific pricing information.*** Global TCM and Global Salary Increase Surveys are available on a country-by-country basis in over 35 markets globally. Click here to reference the 2010 Global Compensation Surveys Product Guide. Check local market for specific schedule information. The month spans for data collection materials available, data due, results released identifying that different markets release materials on different schedules. Global VCM pricing is$900 in most markets, click here to review the Global Compensation Surveys Order Form for specific price per market.”****On-time submission discount applies. See individual survey description for details.

Technology Compensation SurveysDataEffective Date


Data Due to Hewitt

Results Released

Participant Price


HOT Technologies Survey (HOT)**** 4/1/2010 4/5/2010 5/15/2010 7/20/2010 $1,200 $3,600

SAP Skill Compensation Survey—Spring (SAPS)**** 1/1/2010 1/15/2010 2/26/2010 4/22/2010 $1,500 $4,500

SAP Skill Compensation Survey—Fall (SAPF)**** 8/1/2010 8/31/2010 9/30/2010 11/19/10 $1,500 $4,500

General Industry Compensation SurveysDataEffective Date


Data Due to Hewitt

Results Released

Participant Price


Auto and Equipment Finance Industry Compensation Survey (AEFI)

4/1/2010 3/18/2010 6/18/2010 7/29/2010 $3,000 $7,500* Requires 2011 participation

Distribution and Fulfillment Center Compensation Survey (DFC)****

4/1/2010 3/1/2010 4/20/2010 8/9/2010 $1,600 $4,800

Health Care Executive Compensation Survey (HCExec) 5/1/2010 3/30/2010 6/25/2010 9/22/2010 $1,200 $3,600

High Demand Clinical Skills Compensation Survey (HDCS)***

5/1/2010 4/9/2010 7/23/2010 Mid Sept. $1,200 $3,600

International Midstream Oil and Gas Industry Compensation Survey (MOG)

7/1/2010 8/27/2010 9/20/2010 10/29/2010 TBD TBD

Project and Program Management (PPM) Compensation Survey****

4/1/2010 2/24/2010 6/18/2010 9/16/2010 $1,500 $4,500

Retail Nonexempt Compensation Survey (RENEX)**** 4/1/2010 3/15/2010 4/23/2010 7/30/2010 $1,400 $4,200

2010 Hewitt U.S. Compensation SurveysDates and prices on all surveys are subject to change or discontinuation at any time without prior notice.Please click on the respective survey name for additional information. Click here to register your participation in our surveys.

Questions? Please send us an email at [email protected], or call 800-441-3078.

hhttps://host2.agsdc.net/hewitt/files/AudienceForm/2010_TCM_Product_Guide.pdf


https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010_USSIS.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/2009_Hewitt_Global_SIS.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/2009_Hewitt_Global_SIS.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010VCMCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010VCMCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010GlobalVCMCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010_USSCCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010_EMTCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010IEHRACompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010WindCompensationSurvey.pdf

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https://host2.agsdc.net/hewitt/files/AudienceForm/2010_GTCM_Product_Guide.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/2010_GTCM_Order_Form.xls

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010HOTCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010_SAPCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010_SAPFallCompensationSurvey.pdf

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https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010_DFCCompensationSurvey.pdf

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https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010HCProfCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010PPMCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010PPMCompensationSurvey.pdf

https://host2.agsdc.net/hewitt/files/AudienceForm/Hewitt2010RENEXCompensationSurvey.pdf

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About Hewitt AssociatesHewitt Associates (NYSE: HEW) provides leading organizations around the world with expert human resources consulting and outsourcing solutions to help them anticipate and solve their most complex ben-efits, talent, and related financial challenges. Hewitt works with companies to design, implement, com-municate, and administer a wide range of human resources, retirement, investment management, health care, compensation, and talent management strategies. With a history of exceptional client service since 1940, Hewitt has offices in more than 30 countries and employs approximately 23,000 associates who are helping make the world a better place to work. For more information, please visit www.hewitt.com.

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