Cant find survey data for a unique job? Use our Grade A Job tool if your job is unique and is not included in a list of predefined jobs and salary information. This tool will easily determine the rate range pay scale for any job title. Simply score the job on nine (1-9) standard factors to determine its pay grade. Then, apply your demographic selections to determine relevant and current ranges for that job.

• Option to select from predefined list of over 350 job titles such as accountant, marketing manager, receptionist, warehouse clerk, and more.

• If not on our predefined list, you can create your own based on the following 9 factors of scoring:

A formal compensation administration program is the basic management tool for ensuring that employees are satisfied, that both internal and external equity are maintained, and that control is maintained over compensation costs. Compensation policies should reflect all of these elements. Such a compensation administration program will help attract top talent, retain core employees, and encourage longevity while efficiently using compensation resources. An effective compensation administration program covers the following activities: Job Analysis, Job Evaluation, Job Pricing, and Salary Increases.

Each job in the organization should be thoroughly analyzed and described under the compensation administration program. Job descriptions typically include a job summary; a list of the job’s “essential” functions and related duties; and the necessary skills, experience, and educational requirements.

Job evaluation determines what jobs are worth on an absolute basis and relative to other jobs in the organization. It can be done in a variety of ways, but usually involves assigning “points” based on complexity, impact, budget, supervisory duties, and so on, and attaching job ranks based on the total number of points. Jobs that are of greater value to the organization have a higher labor grade; jobs of lesser value fill the lower grades.

Job pricing involves establishing rate ranges as part of the compensation administration program; that is, minimum, midpoint, and maximum dollar values for each labor grade. By studying wage and salary surveys, employers can relate comparable wages in the labor market to the jobs within their organization. The end result is a scale of wages that allows the employer’s compensation administration program to compete in the labor market while ensuring that jobs that are worth more to the organization are paid more than those of lesser worth.

Several approaches are commonly used for determining salary increases. One of the most common is performance based compensation (otherwise known as incentive based compensation or the merit system). Across-the-board or general increases are also commonly tied to increases in the cost-of-living index. Increases in the cost of living should be a major consideration when deciding on a budget for pay raises. The primary tool for measuring the cost of living is the Consumer Price Index (CPI), which is issued each month by the U.S. Bureau of Labor Statistics. Some organizations have an “escalator plan,” which grants employees across-the-board increases in proportion to increases in the CPI.

Rate Ranges - Use rate ranges as a reference to develop your own rate ranges. By assigning a rate range for each salary grade, you create a compensation structure based on market data that has internal equity built into the process.

Salary Finder - Online Salary Finder provides you with the resources to search and access more than 2,400 jobs at the national, state, and local level, as well as for hundreds of different industries.

Merit Increases - Determine what other organizations are budgeting for merit increases. BLR conducts an annual survey of over 1,100 organizations to provide you with the information you need to develop your merit increase budget for the coming year.

My Custom Reports - Create and save benchmark salary data reports the way you want them. Reports can include data for multiple jobs, metros, states, and industries, all downloadable to Excel.

My Saved Jobs - Save salary data for specific jobs and demographic profiles generated using the Salary Finder. Keep a library of positions you evaluated using the Grade a Job tool you can retrieve and compare positions

My Demographic Profiles - Create and save multiple combinations of industry, company size and geographic selections relevant to your company. View, sort, and edit all your company’s saved demographic profiles.