Salary Surveys | Benefits & Compensation Surveys | ERI

Access Salary Survey Data

Subscribe to one of ERI’s Assessors to access our extensive salary survey database. ERI’s database consists of benefits and compensation surveys vetted by our data scientists to ensure maximum accuracy.

Run unlimited salary reports with data for 48,900+ jobs, 1,100+ industries, and 10,400+ locations.

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Participate in or Purchase an Individual Survey

As a business, participate in a salary or benefits survey to receive a significant discount on the purchase of that survey. Participating ERI subscribers receive their survey for free.

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Definition

What Are Salary Surveys?

In short, salary surveys are the results of various questionnaires collected from several employers on the mean or median salary for a particular job title. These surveys are used to decide the proper compensation for employees at a specific company. Usually, these surveys ask about other compensation besides base salary, including incentive or variable pay. Salary surveys can ask questions related to geographic regions, employer size, job titles, and/or industries. Compensation surveys can be collected by employers, associations, or survey vendors.

Data

What Type of Information Is Collected in Salary Surveys?

The salary surveys that ERI gathers are a complete analysis of the compensation data at a company. The data we gather include the following:

Base Salaries

Base salary is the monetary value paid to the employee without including benefits, bonuses, or raises. The amount can be expressed in hourly, weekly, monthly, or most commonly yearly amounts.
Base salary is the monetary value paid to the employee without including benefits, bonuses, or raises. The amount can be expressed in hourly, weekly, monthly, or most commonly yearly amounts.

Merit Increases

Merit increases are pay raises given to an employee because of satisfactory performance. Generally, the employee should meet or exceed the goals laid out by the company.
Merit increases are pay raises given to an employee because of satisfactory performance. Generally, the employee should meet or exceed the goals laid out by the company.

Incentives and Bonuses

Incentives and bonuses are like merit increases, but the difference is they are temporary. The employee should not expect a bonus to permanently affect their compensation. If an employee wants to receive another quarterly bonus, they must hit the same target as they did for the earlier bonus.
Incentives and bonuses are like merit increases, but the difference is they are temporary. The employee should not expect a bonus to permanently affect their compensation. If an employee wants to receive another quarterly bonus, they must hit the same target as they did for the earlier bonus.

Allowances and Benefits

Allowances and benefits are compensation provided from the employer to the employee to be used for a specific purpose. These are useful for giving more flexibility to an employee when they choose their benefits. Some examples of this could be money for childcare, transportation, or life insurance.
Allowances and benefits are compensation provided from the employer to the employee to be used for a specific purpose. These are useful for giving more flexibility to an employee when they choose their benefits. Some examples of this could be money for childcare, transportation, or life insurance.

Geographic Location

A major factor in compensation fluctuations is the employee’s location. This is affected by the cost of living and the cost of labor in a particular area.
A major factor in compensation fluctuations is the employee’s location. This is affected by the cost of living and the cost of labor in a particular area.

Employer’s Industry

ERI’s industry salary survey information can be used to benchmark roles in different industries and ensure that compensation matches industry standards. For example, certain jobs titles may be more valuable in the medical field than in the agricultural industry and vice versa.
ERI’s industry salary survey information can be used to benchmark roles in different industries and ensure that compensation matches industry standards. For example, certain jobs titles may be more valuable in the medical field than in the agricultural industry and vice versa.

Employer’s Size

The size of an employer generally alters compensation rates. For example, a small startup generally does not compensate as highly as a Fortune 500 company.
The size of an employer generally alters compensation rates. For example, a small startup generally does not compensate as highly as a Fortune 500 company.

Years of Experience

The more experience an employee has, the more they will be compensated for their ability. In general, an engineer straight out of college will not make as much money as an engineer who has 10 years of job experience. Some job titles require a specific level of experience in the job or an adjacent job.
The more experience an employee has, the more they will be compensated for their ability. In general, an engineer straight out of college will not make as much money as an engineer who has 10 years of job experience. Some job titles require a specific level of experience in the job or an adjacent job.

Required Education

Certain job titles require a specific education level, degree, or certificate. Sometimes these degrees or certificates are optional, but often they can increase compensation if completed by the employee.
Certain job titles require a specific education level, degree, or certificate. Sometimes these degrees or certificates are optional, but often they can increase compensation if completed by the employee.

How To Choose

How Do I Choose Which Salary Survey Is Right for Me?

There is a wide range of salary surveys available, but it is important to purchase a salary survey that is right for you. Some surveys are not worth your time depending on several factors. Be sure to use reliable salary survey data to benchmark compensation for specific roles. It is important to consider these elements of a salary survey:

Methodology


A good methodology is critical for a salary survey to be useful. Make sure there are enough incumbents taking part in the survey to get the most accurate data. Ensure the survey reports the median salary and not just the mean. This will help fix some of the outliers that will skew the data towards higher salary values.


A good methodology is critical for a salary survey to be useful. Make sure there are enough incumbents taking part in the survey to get the most accurate data. Ensure the survey reports the median salary and not just the mean. This will help fix some of the outliers that will skew the data towards higher salary values.

Relevant Job Titles


Usually, compensation surveys collect salary data for myriad job titles. Depending on the industry, some of these job titles may not be relevant to you. If you are in a niche industry with unique job titles, then salary surveys may not be able to give you what you need. ERI’s Assessor Platform allows you to create unique job titles by combining existing job titles together. Otherwise, within a salary survey, the job titles should be unique enough to not overlap.


Usually, compensation surveys collect salary data for myriad job titles. Depending on the industry, some of these job titles may not be relevant to you. If you are in a niche industry with unique job titles, then salary surveys may not be able to give you what you need. ERI’s Assessor Platform allows you to create unique job titles by combining existing job titles together. Otherwise, within a salary survey, the job titles should be unique enough to not overlap.

Tabulations


Tabulations refer to the way that the data are divided. Generally, the more tabulations the better, but it is best to at least make sure the tabulations for small surveys are by job title, as well as mean and median.


Tabulations refer to the way that the data are divided. Generally, the more tabulations the better, but it is best to at least make sure the tabulations for small surveys are by job title, as well as mean and median.

Participation

How Do I Participate in a Salary Survey?

Participating in a salary survey can be massively beneficial at little or no cost to you. Usually, you will receive the salary survey report for free if your company participates in it. Here are some steps to help you get started:
  1. Find the participation deadline.
  2. Access the survey form or questionnaire.
  3. Match jobs titles from the survey to your organization.
  4. Submit the questionnaire.

Plan Ahead

Stay on Top of Compensation Planning

To help you plan your salary survey needs, we designed a timeline to navigate the complex pay cycle. Mark your calendar to plan your salary survey schedule.*

*Watch for participation emails to get the latest survey participation news.

October through December

Salary Survey Participation Is Open

Participate in a salary survey and become eligible to receive a complimentary copy of the survey’s executive summary.
Participate

Match Job Titles with ERI

After you sign up to participate in a survey, review your organization’s job list. Then, log into your ERI account to match your list with the job titles in ERI’s database that best suit your company. Please allow enough time to fill out the questionnaire.
Log In

January through March

There Is Still Time to Participate in a Salary Survey

Reach out to survey.sales@erieri.com if you have any questions about participating or have not received confirmation of your survey submission.
Participate

Get Access to the Latest Compensation Data

Once salary survey participation closes, you will soon receive an email with a complimentary copy of the survey’s executive summary.

April through June

Explore Our Salary Survey Database

Explore ERI’s extensive salary survey database in a free demo of our Salary Assessor.
Try a Free Demo

Attend Live Webinars

Learn from our compensation experts by attending one of our upcoming webinars or viewing our past recorded webinars.
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July through September

Explore ERI’s Individual Surveys

ERI publishes numerous compensation and benefits surveys to help you benchmark overall compensation in your industry.
Explore Surveys

Explore ERI’s HR Compensation News

ERI provides the most accurate and up-to-date compensation data and research for organizations of all shapes and sizes.
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Our Customers

Who Uses Salary Data?

HR compensation professionals often use salary data to competitively price employees’ compensation packages. A competitively priced employee will be less likely to resign and, overall, this could prevent the costly hiring process. Our industry salary survey data help companies accurately price jobs based on roles, responsibilities, location, and more.
Below are some of the companies that use our salary data:

How To Use

Why Do You Need Salary Surveys?

There are several reasons why a business needs to use salary surveys:

Legal Compliance

A company that takes part in salary surveys will adhere to regulator compensation standards and will not have to worry about “price fixing.” Finding ballpark estimates of compensation data is easy on the web, but the accuracy is questionable, and the estimates are most likely not tailored to your industry, size, or location. Purchasing salary surveys from reputable sources ensures that you are pricing competitively, while also maintaining confidentiality according to the Safe Harbor Guidelines set by the US Department of Justice and the Federal Trade Commission, as follows:

  • All data are reported in summary form only.
  • No data are reported for any job at any level where there are fewer than five companies matching (or three companies outside the U.S.).
  • Each participant must select a minimum of 10 companies in their custom peer group report.
  • No organization’s data will represent more than 25% weighting for any job (or 35% weighting outside the U.S.).
  • When choosing a salary survey vendor, be sure that the company adheres to Safe Harbor Guidelines to ensure the confidentiality of your information and help support strong legal grounds for your compensation decisions.

A company that takes part in salary surveys will adhere to regulator compensation standards and will not have to worry about “price fixing.” Finding ballpark estimates of compensation data is easy on the web, but the accuracy is questionable, and the estimates are most likely not tailored to your industry, size, or location. Purchasing salary surveys from reputable sources ensures that you are pricing competitively, while also maintaining confidentiality according to the Safe Harbor Guidelines set by the US Department of Justice and the Federal Trade Commission, as follows:

  • All data are reported in summary form only.
  • No data are reported for any job at any level where there are fewer than five companies matching (or three companies outside the U.S.).
  • Each participant must select a minimum of 10 companies in their custom peer group report.
  • No organization’s data will represent more than 25% weighting for any job (or 35% weighting outside the U.S.).
  • When choosing a salary survey vendor, be sure that the company adheres to Safe Harbor Guidelines to ensure the confidentiality of your information and help support strong legal grounds for your compensation decisions.

Competitive Compensation

Salary surveys distributed by third parties include a list of participating companies to ensure that your industry is accurately represented. The average salary found through hearsay or online is not dependable enough to properly set compensation packages. For that, you need data that break down the total compensation package. For example, a particular sector may pay high salaries, but with long-term and short-term incentives that are below average.

A good third-party salary survey provider will also keep track of jobs that are in and out of demand. If you are an HR professional and not keeping up with the latest job demand trends, you may end up overpaying or underpaying against your competition for a position that is impacted by the labor market.

Salary surveys distributed by third parties include a list of participating companies to ensure that your industry is accurately represented. The average salary found through hearsay or online is not dependable enough to properly set compensation packages. For that, you need data that break down the total compensation package. For example, a particular sector may pay high salaries, but with long-term and short-term incentives that are below average.

A good third-party salary survey provider will also keep track of jobs that are in and out of demand. If you are an HR professional and not keeping up with the latest job demand trends, you may end up overpaying or underpaying against your competition for a position that is impacted by the labor market.

Increased Employee Retention

There is a cost to losing an employee to the competition because of underpriced compensation. According to a study conducted by SHRM, the costs of employee turnover can be as much at 60% of the former employee’s annual salary, and the total costs can be as much as 200%. Regularly buying salary surveys or subscribing to datasets will decrease employee turnover and improve the company’s revenue.

There is a cost to losing an employee to the competition because of underpriced compensation. According to a study conducted by SHRM, the costs of employee turnover can be as much at 60% of the former employee’s annual salary, and the total costs can be as much as 200%. Regularly buying salary surveys or subscribing to datasets will decrease employee turnover and improve the company’s revenue.

Dependable Data

Without reliable, up-to-date, and accurate salary survey data, you are relying on whatever you can find online or by hearsay.

At ERI, we have two separate ways of accessing salary surveys. You can buy an individual salary survey, for which you can receive a discount through participation. ERI’s salary surveys can be purchased here. Alternatively, you can subscribe to ERI’s Assessor Platform and gain access to all our compensation tools, which allows for pricing of obscure job titles and shift differentials. See a sample of the compensation survey data by signing up for a self-guided demo.

Without reliable, up-to-date, and accurate salary survey data, you are relying on whatever you can find online or by hearsay.

At ERI, we have two separate ways of accessing salary surveys. You can buy an individual salary survey, for which you can receive a discount through participation. ERI’s salary surveys can be purchased here. Alternatively, you can subscribe to ERI’s Assessor Platform and gain access to all our compensation tools, which allows for pricing of obscure job titles and shift differentials. See a sample of the compensation survey data by signing up for a self-guided demo.

Credibility

How Do You Determine the Credibility of Salary Surveys?

As mentioned above, there are a few ways to determine the credibility of a salary survey. One of the most telling factors is if you can participate in the survey. If this does not apply, then look to other salary surveys. Here are some examples to help you further decide if the third-party surveys are credible:

  • Effective and publishing date of the salary survey data – The survey should be published at least three months after the data effective date to follow Safe Harbor Guidelines.
  • A list of participants – This will decide the relevance and depth of the data for your company.
  • How relevant the job descriptions are for the job titles being benchmarked – Sometimes job titles can vary for different companies. It is important to check and see that the job descriptions are at least 80% relevant to the jobs that you are also trying to price in your own company.
  • Confidentiality – Ensure that the survey adheres to Safe Harbor Guidelines.
  • Survey methodology – Review the methodology summary to make sure it is consistent with other reputable industry associates, such as WorldatWork. Ensure that the methodology includes a survey of human resources professionals within a company.

Data Points

How Does ERI Use Salary Survey Data?

ERI's salary database uses a high data volume to ensure its data are as accurate as possible. Salary survey data are one of those data points. Here is a list of the points of data collected and used by our data scientists to create ERI’s salary database:

General and Industry-Specific Surveys

ERI utilizes industry salary survey data to help benchmark pay by industry. ERI’s Assessor Platform combines information from both general and industry-specific surveys and allows you to specify the industry for nearly any job title. Utilize ERI’s software to find industry-specific pay rates from industry salary survey data.

ERI utilizes industry salary survey data to help benchmark pay by industry. ERI’s Assessor Platform combines information from both general and industry-specific surveys and allows you to specify the industry for nearly any job title. Utilize ERI’s software to find industry-specific pay rates from industry salary survey data.

Hourly Rates

Salary surveys allow the purchaser to see which job titles use hourly or salaried pay. Jobs that are non-exempt may be hourly, while professional jobs that are exempt may be salaried positions, in general.

ERI’s Assessor Platform can convert compensation for any job title into an hourly rate.

Salary surveys allow the purchaser to see which job titles use hourly or salaried pay. Jobs that are non-exempt may be hourly, while professional jobs that are exempt may be salaried positions, in general.

ERI’s Assessor Platform can convert compensation for any job title into an hourly rate.

Executive Rewards

Learn what are the most common executive rewards that are not traditionally part of a standard compensation package. Keep up with the trends to attract and retain top talent while keeping total compensation in line with other companies.

ERI tracks executive rewards in detail in the Assessor Platform.

Learn what are the most common executive rewards that are not traditionally part of a standard compensation package. Keep up with the trends to attract and retain top talent while keeping total compensation in line with other companies.

ERI tracks executive rewards in detail in the Assessor Platform.

Global Pay Data

If your company operates globally, you can find which locations around the world have the highest and lowest compensation rates for a particular job title.

ERI’s Assessor Platform has a massive database of compensation for job titles around the globe. To see which locations we cover, refer to this list.

If your company operates globally, you can find which locations around the world have the highest and lowest compensation rates for a particular job title.

ERI’s Assessor Platform has a massive database of compensation for job titles around the globe. To see which locations we cover, refer to this list.

Shift Differential Data

Learn how the type of shift, such as the late shift or early morning shift, affects an employee’s compensation.

ERI makes it easy to see how a particular shift can affect pay and helps you easily analyze shift differentials to accurately benchmark compensation. Try a demo of ERI’s Assessor Platform to see how you can utilize ERI’s salary survey data and compensation software to help with salary planning.

Learn how the type of shift, such as the late shift or early morning shift, affects an employee’s compensation.

ERI makes it easy to see how a particular shift can affect pay and helps you easily analyze shift differentials to accurately benchmark compensation. Try a demo of ERI’s Assessor Platform to see how you can utilize ERI’s salary survey data and compensation software to help with salary planning.

ERI’s Assessor Platform

We offer state-of-the-art software to analyze our massive salary database and fulfill your needs as a compensation professional. Learn more about all the other features that ERI’s Assessor Platform has to offer.

  • Manage complex compensation plans from planning to hire
  • Customize compensation rates based on experience, revenue/assets, skills, education, and certifications
  • Evaluate pay equity and much more
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