Organizations consistently utilize market pricing as their primary method for determining the relative value of jobs. While there are various resources for measuring the market when it comes to total rewards, a solid understanding of salary surveys is foundational to accurately and consistently determine the value of work in your organization.
In this session, we will describe the most common sources of salary survey data and the factors to consider when choosing between various sources.
You’ll learn:
- How to accurately participate in surveys
- Typical formats and statistics used in most surveys as well as how to manage and interpret the data you receive back
- Special attention will also be placed on how to market price “hot jobs” or hybrid roles where market data may not be entirely clear
Originally recorded on August 5, 2019.
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With more than 25 years of experience in Total Rewards, Chad Atwell has built his career at the intersection of compensation strategy, technology, and employee experience. He currently leads Customer Success and Advisory Services at CandorIQ, an HR tech company offering compensation planning, Total Rewards communication, and workforce management solutions. He is also the Founder and Principal Advisor of People-Centered Pay, LLC.
Chad’s background includes leadership roles with Lattice and Oracle, as well as consulting experience with Aon and Deloitte. Across these roles, he has helped organizations adopt innovative technologies and operating models to improve workforce performance and business outcomes.
A long-time contributor to WorldatWork, he’s served on the faculty since 2007 and is a frequent speaker and educator on the future of work, performance, skills, and Total Rewards technology. He holds the WorldatWork Certified Compensation Professional (CCP®) and Global Remuneration Professional (GRP®) designations. He holds a BS in Human Resources and an MS in Management from the University of Colorado.
