Compensation and Benefits Survey - Council of Public Relations Firms

January 5, 2018 | Author: Anonymous | Category: Business, Management
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Council of Public Relations Firms 2012 Domestic Compensation and Benefits Survey Survey Overview and Proposed Changes

COUNCIL of PUBLIC RELATIONS FIRMS

2012 Domestic Compensation & Benefits Survey Timing (discussion item detailed later) • • • •

Distribute questionnaires by February 15 Participant data due to Deloitte by April 15 Full reports produced by late June/early July Presentations of results in July

Technology • Policy data to be collected via website • Individual compensation data to be collected via spreadsheets

Cost • Included in dues for all Council members who participate in the survey • Firms who do not participate in the survey may purchase the report: o $1,000 for firms with 1-3 offices o $2,000 for firms with 4-5 offices o $5,000 for firms with 6 or more offices

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General Survey Process: Distribution of Results Distribute of an electronic copy of detailed compensation survey results • Search function for ease of use o Searches available by city, job code and revenue • Data pages can be printed by individual job • Data can be exported into Excel spreadsheet • Electronic survey provided on CD or password protected website

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General Survey Process: Distribution of Results Currently the distribution method includes a hard copy of survey results in three binders: • Compensation Binder • Benefits Binder • Billing Rate Binder

Polling Question: How many firms prefer the printed survey reports to the CD database?

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General Survey Process: Geographic Data Cuts Geographic regional cuts covering multiple cities: • Firms report data on all employees (including employees outside of selected cities), so that data can be included in the regional and national cuts • The regions are as follows: o Northeast (with and without NYC and DC) o Southeast o Midwest o North Central o Southwest o Southern CA o Northwest (with and without SF)

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Geographic Regions Pacific Northwest Region

North Central Region

Midwest Region

Southern California Region

Northeast Region

Southeast Region Southwest Region

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General Survey Changes to Consider 1. Position billing rate data included in both job data and separate section • Add question(s): Do you quote projects based on blended rates? If so, do they vary by specialty? Can you report typical rates by specialty? (Or perhaps, report rates for your most commonly used blended rates) 2. Custom survey reports comparing participant data to market data excluding the participant firm 3. Change revenue groups to be the following: • < $3 million • $3 million - $10 million • $10.1 - $50 million • > $50 million

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General Survey Changes 4.

Effective Date • 2010 survey effective date was June 1st • Earlier effective date was requested for salary planning/budgeting purposes • Must have 90 days to be compliant with anti-trust regulations • Some participants can not report bonus and merit data until May so they would be reporting old data if the effective date fell before May

Polling Question: How many firms would report old data if the effective date was March 1? April 1? May 1?

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Compensation Section Changes 1. If participants indicate merit increases are effective annually (common review date), ask follow up question regarding which month they are effective 2. The following positions need to be discussed and prioritized in terms of whether to add to the survey: • Technology/Digital Positions o Examples include Producer, Web Developer, Chief Technology Officer, Creative Director, Art Director • Intern Positions o Undergraduate o Graduate • Research/Analytics Positions o Examples include Research Manager/Director 3. Move the following two titles in our examples: • Account Manager • Partner/Sr. Partner Please see the following two pages for additional detail…

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Compensation Section Changes Currently Jr. Account Manager and Account Manager are both listed as Account Level 2. Same with Jr. Account Executive and Account Executive • Move Jr. Account Manager/Jr. Account Executive to Level 1? • Move Account Manager/Account Executive to Account Level 3 and then Move Sr. Account Exec to Level 4? Account Supervisor, Group Mgr, Senior Account Manager 403

Account Level 4 Senior Associate

404

Account Level 3

Responsible for day-to-day client contact and account management activities for several accounts. Supervises account executive level employees.

Senior Account Executive

Jr Account Executive, Account Executive 405

Account Level 2

Jr Account Mgr., Account Manager Associate

406

Account Level 1

Assistant Account Executive, Junior Associate

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Primary responsibility for a significant portion of a large account or all day-to-day client contact and account management activities for several smaller accounts, w ith support from senior levels of management . Supervises junior level account team.

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Responsible for day-to-day client contact and account management activities including preparation of w ritten materials and coordination of events. May supervise entry-level account management employees. Entry-level account management position. Responsible for day-to-day account management activities under close supervision of more senior account managers. Learning about different resources available w ithin the agency and different media audiences.

Compensation Section Changes Currently Account Level 7 lists SVP and then EVP is listed next to Sr. Partner. Partner is not listed. Add a Partner level or add Partner to existing level and move Sr. Partner up (as shown below)?

101

Senior Practice LeaderGlobal

Global Practice Director; Sr Partner

Seasoned practitioner in a specific practice area or manager w ith responsibilities that extend beyond host office on a global basis. In addition to assigned account coverage, may be called upon by other global offices for counsel or new business assistance.

200

Regional GM

Regional General Manager

Responsible for the operations, clients, staffing and P&L of the region.

300

Senior Office Leader / GM

Managing Director, General Manager, Mkt Leader

Responsible for the operations, clients, staffing and P&L of the office.

301

EVP or Sr Partner

Executive Vice President, Practice Leader, Sr Partner

400

Account Level 7

Senior Vice President or Vice President

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Responsible for either managing a practice, service offering or managing a major client relationship. Possesses expertise and skills recognized throughout the firm. Senior level of account management. Responsible for a limited number of major accounts or a larger number of smaller accounts. Supervises other levels of account management assigned to these accounts.

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