Competitive pay: a new salary study sets baselines for mid-level and support staff.ASSOCIATIONS ARE INCREASINGLY BECOMING A popular hub for potential job seekers job seeker also job·seek·er
One who seeks employment. . According to according to
1. As stated or indicated by; on the authority of: according to historians.
2. In keeping with: according to instructions.
3. the Internal Revenue Service, about 500 new associations were formed last year, a trend that has remained fairly stable in recent years. The continued growth of the association industry potentially opens more doors for would-be would-be
Desiring, attempting, or professing to be: "Would-be home buyers will have a somewhat easier time getting loans" Wall Street Journal. association employees with various backgrounds and skill levels.
Personnel such as directors of human resources The fancy word for "people." The human resources department within an organization, years ago known as the "personnel department," manages the administrative aspects of the employees. departments, directors and managers within other departments, CEOs and their deputies, and even employee search consultants are at the helm of the process of hiring potential association employees. They are faced with the ongoing challenge of attracting and retaining talented staff, knowing that compensation is one of the most powerful vehicles to do so.
Staff compensation has become a hot topic, particularly in light of competition that associations have from for-profit for-prof·it
Established or operated with the intention of making a profit: a for-profit organization. enterprises and other associations that may boast higher pay and more attractive perks perk 1
v. perked, perk·ing, perks
1. To stick up or jut out: dogs' ears that perk.
2. To carry oneself in a lively and jaunty manner. . Generation X-ers have also prompted employers to make sure they are on the mark when it comes to competitive compensation. Generation X-ers, in comparison to their baby boomer baby boomer also ba·by-boom·er
A member of a baby-boom generation.
Noun 1. baby boomer - a member of the baby boom generation in the 1950s; "they expanded the schools for a generation of baby boomers"
boomer predecessors, expect higher compensation, job-hop job-hop
intr.v. job-hopped, job-hop·ping, job-hops Informal
To change jobs frequently.
job more frequently, and anticipate advancing at a faster rate. So how can hiring managers be sure they are paying employees equitably eq·ui·ta·ble
Marked by or having equity; just and impartial. See Synonyms at fair1.
[French équitable, from Old French, from equite, equity; see equity. ? What are the most influential determinants of staff compensation? What factors should they use when determining competitive staff salaries?
Common lack of salary plans
The majority of associations have no formal mechanism in place to determine staff compensation. In 2000, only 37 percent of associations had formal salary administration plans and slightly more than one fifth of associations (23 percent) used an outside consultant to help guide critical decisions relevant to compensation and benefits packages. The likelihood of an association having a salary administration plan or using compensation experts hinged on the staff size of the organization. As shown in Figure 1, less than one tenth of the associations with two or fewer staff had a formal salary administration plan. Similarly, only three percent of associations with staff sizes of two or fewer used an outside consultant for advice about staff compensation. As seen in Figure 1, the larger the staff of an association, the more likely it was to have a plan and/or and/or
Used to indicate that either or both of the items connected by it are involved.
Usage Note: And/or is widely used in legal and business writing. use outside consultants to recommend staff salaries.
Using the new study for comparisons
Fortunately, hiring managers have had access to ASAE's biennial biennial, plant requiring two years to complete its life cycle, as distinguished from an annual or a perennial. In the first year a biennial usually produces a rosette of leaves (e.g., the cabbage) and a fleshy root, which acts as a food reserve over the winter. executive compensation study--now in its 13th edition--to gauge whether salary levels and benefits offered to their staff were commensurate com·men·su·rate
1. Of the same size, extent, or duration as another.
2. Corresponding in size or degree; proportionate: a salary commensurate with my performance.
3. with like positions at organizations of similar type and size. However, these studies focused only on executive-level positions such as CEO (1) (Chief Executive Officer) The highest individual in command of an organization. Typically the president of the company, the CEO reports to the Chairman of the Board. , deputy CEO, chief financial officer, chief staff attorney, and heads of various divisions and departments. (See "Compensation in Changing Times" in the April 2002 issue of ASSOCIATION MANAGEMENT.)
ASAE ASAE American Society of Association Executives
ASAE American Society of Agricultural Engineers (Society for Engineering in Agricultural, Food, and Biological Systems)
ASAE Alkali-Sulfite-Anthraquinone-Ethanol has recently released a new compensation study focusing solely on nonexecutive nonexecutive adj nonexecutive director → director m no ejecutivo
nonexecutive adj nonexecutive director → administrateur/trice, positions. The "Association Staff Compensation and Benefits Study" includes 28 middle-level adj. 1. intermediate in rank or position; as, middle-level management s>.
Adj. 1. middle-level - intermediate in rank or position; "middle-level management"
inferior - of or characteristic of low rank or importance professional positions such as accountant, ad sales representative, compensation! benefits specialist, controller, education manager/coordinater, marketing specialist, meeting manager, and public relations public relations, activities and policies used to create public interest in a person, idea, product, institution, or business establishment. By its nature, public relations is devoted to serving particular interests by presenting them to the public in the most representative. It also includes 22 nonexempt adj. 1. Not exempt; subject to (some specified) rule. Opposite of exempt nt>.
2. (U. S. Labor Law) Not exempt from the provisions of the fair labor practises act; - a term applied mostly to persons who are hourly employees, who are required by law to be , support/clerical positions such as administrative assistant, accounts payable/receivable, conference/meeting/exposition coordinator, customer/member service representative, membership/subscription clerk, mailroom mail·room
A room in which ingoing and outgoing mail is handled for a company or other organization. clerk, and receptionist. (To order the study, contact the ASAE Member Service Center at 888-950-ASAE or 202-371-0940. Request product #AMB-213100: $l25 for members; $195 for nonmembers.)
The study is based on reports of 2001 staff compensation from 952 associations within the united States United States, officially United States of America, republic (2005 est. pop. 295,734,000), 3,539,227 sq mi (9,166,598 sq km), North America. The United States is the world's third largest country in population and the fourth largest country in area. . The responding organizations were generally comparable to the overall ASAE membership organizations, representing trade associations (53 percent) and individual member ship organizations (47 percent). The largest number of responding organzations reflected incomes between $1 million and $2.5 million and staff sizes between 1 and 10 employees. Most had members that were located nationally and internationally. Predictably, the single largest portion of responding organizations was located in the South Atlantic region of the United States, particularly Washington, D.C. Finally, the responding organizations hid various primary interest areas, but tie most frequently cited was health care/medical.
Implications of most common positions
Each association has its own requirements and complexities, which often dictate TO DICTATE. To pronounce word for word what is destined to be at the same time written by another. Merlin Rep. mot Suggestion, p. 5 00; Toull. Dr. Civ. Fr. liv. 3, t. 2, c. 5, n. 410. what types of staff are required to carry out the association's mission. Of the 50 nonexecutive positions examined in this study, administrative assistants, accountants, and fleeting planners/ coordinators were among the most popular positions. Table 1 summarizes most common middle-level professional and support/clerical positions within the association industry.
What is the significance of these common positions? They may reflect the tasks that are most crucial to the day-to-day functioning of associations. They also indicate to hiring managers and prospective employees which positions are most in demand. Given that many competing associations may also be recruiting talented personnel in these areas, associations may opt to give these positions special consideration when devising compensation levels and attractive perks.
Factors influencing salaries
What salaries do nonexecutive staff earn? Salaries ranged from $21,000 to $64,000. As expected, middle-level professional positions (exempt, full-time positions generally requiring higher education higher education
Study beyond the level of secondary education. Institutions of higher education include not only colleges and universities but also professional schools in such fields as law, theology, medicine, business, music, and art. and/or specialized spe·cial·ize
v. spe·cial·ized, spe·cial·iz·ing, spe·cial·iz·es
1. To pursue a special activity, occupation, or field of study.
2. training) paid more than support/clerical positions (nonexempt, full-time positions typically not requiring advanced higher Advanced Higher n (SCOT) (SCOL) → titulación que sigue al "Higher", Bachillerato
Advanced Higher (Scot) advance n (Scol) → education and/or specialized training). In Figure 2, the median base salaries for all support/clerical and middle-level professional positions were $29,248 and $44,779, respectively.
Of course, the type of position can make the world of difference from one salary to the next. When examining position types for all respondants, software developers and controllers emerged as the highest paid middle-level professional positions; the administrative assistant to the CEO and payroll clerks surfaced as the highest paid support/clerical staff. Figures 3 and 4 illustrate the annual base salaries of the top five middle-level professional and clerical/support staff positions.
The type of position alone may not be enough to consider when determining what to pay your staff. The employee's educational level and the organization's staff size, budget size, and geographic location probably should be factored in as well. Take, for instance, the geographic region in which the association is located. The majority of middle-level professional and support/clerical positions in Chicago and Washington, D.C., were paid about 8-10 percent above the national average. Differences in the cost of living in a metropolitan area explain why geographic location affected compensation levels, since Washington, D.C., and Chicago are considered high-cost areas.
An organization's staff size and budget size influenced the majority of middle-level professional positions examined in this study. That is, the larger the organization's staff size, the higher the compensation for middle-level professional staff. Also, the larger the organization's budget size, the more middle-level professionals were paid. Interestingly, this pattern did not hold true for most clerical/support positions. The association's staff size and budget size had minimal impact on the compensation levels of most nonexempt, support/clerical staff positions.
Finally, the educational requirement for the position plays a critical role in compensation. On average, middle-level professional staff earn almost $16,000 more than clerical/support staff. A minimum of a bachelor's degree is required for almost all middle-level professional positions. On the other hand, a high school diploma A high school diploma is a diploma awarded for the completion of high school. In the United States and Canada, it is considered the minimum education required for government jobs and higher education. An equivalent is the GED. or general education equivalent (GED GED
1. general equivalency diploma
2. general educational development
GED (US) n abbr (Scol) (= general educational development) → ) was the minimum prerequisite pre·req·ui·site
Required or necessary as a prior condition: Competence is prerequisite to promotion.
n. for just about all clerical/support staff positions.
The important lesson to be learned is that hiring managers should not stop at compensation levels that are based solely on position type; they should also add to the equation factors such as budget size, staff size, geographic region, and educational level. Whether associations have a reputation for paying their staff equitably and competitively is in the bands of the hiring personnel within associations. With the aid of ASAE's new nonexecutive compensation and benefits study as well as its executive compensation and benefits studies and other resources that ASAE can provide, hiring managers can begin to develop salary plans that fit the nuances of their organizations.
TABLE 1 Five Most Common Non-Executive Staff Positions MIDDLE-LEVEL SUPPORT/CLERICAL Accountant Secretary/administrative assistant (general) Meeting planner/ Secretary/administrative coordinator assistant (to the CEO) Editor Receptionist for organization Education manager/coordinator Customer/member service representative Database/records administrator Accounts payable NOTE: Based only on the positions examined in the Association Staff Compensation and Benefits Study. FIGURE 1 Associations With Salary Administration Plans and Outside Compensation Consultants PERCENTAGE OF ASSOCIATIONS Have Salary Use Outside STAFF SIZE: Administrative Plan Compensation Consultant 2 or fewer 8% 3% 3-5 16% 5% 6-10 26% 16% 11-20 34% 21% 21-50 62% 36% 51-100 80% 45% More than 100 88% 65% SOURCE: ASAE's Association Executive Compensation and Benefits Study, 12th Edition Note: Table made from bar graph FIGURE 2 Annual Base Salary for Middle-Level Professional and Support/Clerical Staff: 2001 MEDIAN U.S. DOLLARS (IN THOUSANDS) SUPPORT/CLERICAL STAFF $29 MIDDLE-LEVEL PROFESSIONALS $45 SOURCE: ASAE's Association Staff Compensation and Benefits Study Note: Table made from bar graph FIGURE 3 Top Five Highest Paid Support/Clerical Staff Positions: 2001 MEDIAN U.S. DOLLARS (IN THOUSANDS) ADMINISTRATIVE ASSISTANT (GENERAL) $35 PAYROLL CLERK $35 HUMANS RESOURCES CLERK $32 LEGISLATIVE ASSISTANT $32 MEETING/EXPOSITION COORDINATOR $31 NOTE: Figures represent annual base salary of full-time staff SOURCE: ASAE's Association Staff Compensation and Benefits Study Note: Table made from bar graph FIGURE 4 Top Five Highest Paid Support/Clerical Staff Positions: 2001 MEDIAN U.S. DOLLARS (IN THOUSANDS) SOFTWARE DEVELOPER $64 CONTROLLER $62 LOBBYIST $61 RESEARCH STATISTICIAN $53 COMPUTER PROGRAMMER/ANALYST $52 LEGAL REPRESENTATIVE $52 NOTE: Figures represent annual base salary of full-time staff SOURCE: ASAE's Association Staff Compensation and Benefits Study Note: Table made from bar graph
Steven Williams, ASAE's director of industry and market research, holds a doctorate in psychology. E-mail: firstname.lastname@example.org.