HRA-NCA Compensation Survey:
Anatomy of a Survey Job
The HRA-NCA Compensation Survey has been a robust and reliable source of Compensation data in the Washington-Baltimore area for over 35 years. The survey reports pay ranges, new hire rate, base pay, Short-Term Incentive, Security Clearance pay differentials and more for over 540 survey jobs. This information can prove invaluable when market pricing a new position or adjusting salaries for promotions, but for new HR Professionals and recent Compensation Practioners salary surveys can provide an almost overwhleming ammount of information.
Our "Anatomy of a Survey Job" feature seeks to explain how data is reported for each section of a typical survey job and help acquaint survey users with how to interpret compensation data featured in the survey report. To learn more about what is reported for each job, mouse over the sample pages below and read the tooltips for additional information about each section.
- Job Code/Title
The HRA-NCA Compensation Survey includes over 540 Survey Jobs. Each job in the survey is assigned a job code which includes information
on the job family, job track and job level.
- Job Description
Each job description is comprised of two parts. The first part includes information unique to the position, including specific job responsibilities. The second part of the description includes the job level description which is identical for all jobs at this level and includes years of education and work experience.
- Degree of Match
The percentage of employers that indicated the responsibilities in the decriptor are less than, equal to or greater than the jobs at their organization. Jobs are considered “a match” if the responsibilities and experience match a respondent's description by 70% or more.
- Pay Ranges
Respondents are asked to provide a minimum, midpoint and maximum for their formal salary ranges in thousands of dollars, rounded to the nearest hundred dollars.
- New Hire Rates
The pay offered to the most recently hired employee in that job, if anyone was hired in the past six months, reported as an annual rate of pay. The Compensation Survey has an "as-of date" of February 1st for salary data, so new hires would be anyone hired between August of the previous year through February of the current survey year.
- FLSA Status
A reported percent of incumbents that are non-exempt, exempt, and exempt, eligible for overtime as defined by the overtime provisions of the Fair Labor Stardards Act.
- Total Survey Summary
This section includes a row by row breakout of Base Pay, Short-Term Incentive Pay, Total Cash, Long-Term Incentive and Total Direct Compensation for the total survey. Long-term incentive and direct compenstation are only reported in this section.
- Total Survey
The first line of data includes data from every reported incumbent for this job in the survey. Annual Salary, Short Term Incentive and Total Cash are broken down into percentiles and numbers are reported as dollars in thousands i.e. 97.0 = $97,000.
- Gross Revenue
The first of five selection criteria reported in the survey, Gross Revenue refers to gross revenue or operating budget in the case of Non-profits this includes revenue from outside the survey region.
- Full-Time Employees
This FTE is the respondent's total of all exempt and non-exempt employees that work 35+ hours per week, unlike Gross Revenue companies only report employees at job sites in the Washington-Baltimore Metropolitan Area.
- Job Code/Title
The HRA-NCA Compensation Survey includes over 540 Survey Jobs. Each job in the survey is assigned a job code which includes information on the job family, job track and job level.
- Job Description
Each job description is comprised of two parts. The first part includes information unique to the position, including specific job responsibilities. The Second part is the job level description which is identical for all jobs at this level and includes years of education and experience.
The organization's primary product or service in the Washington-Baltimore region. Noteably, Government does not refer to a company's status as a government contractor, only that a company's primary service is government related such as a county government office or government agency. Likewise, Non-profit does not refer to an organization's company type, but the services they provide.
- Government Contractor
This line of the survey refers to any organization that reported over 50% or more of their revenue was recieved from federal government contracts during the survey year. There is also a Special Cut of the report called the Government Contractors Compensation Survey that reports exclusivley data from this group, with data broken out by revenue number of FTE, industry and location.
- Job Site Location
As a Washington-Baltimore regional survey, respondents report salary data at the incumbent level each with a zip code for the employees job site. "Other Virginia" counties include: Clark, Culpeper, Fauquier, Loudoun, Spotsylvania, Stafford, and Warren.
- Security Clearance
For each incumbent, we ask whether they have one of the following levels of clearance: Confidential, Secret, Top Secret, Top Secret SAP (e.g. SCI), Top Secret Polygraph. This information is reported on all jobs where atleast three incumbents has been reported with a clearance level.