Council of Public Relations Firms2012 Domestic Compensation and Benefits Survey

Survey Overview and Proposed Changes

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2012 Domestic Compensation & Benefits Survey

Timing (discussion item detailed later)• Distribute questionnaires by February 15• Participant data due to Deloitte by April 15• Full reports produced by late June/early July• Presentations of results in July

Technology• Policy data to be collected via website • Individual compensation data to be collected via spreadsheets

Cost• Included in dues for all Council members who participate in the survey• Firms who do not participate in the survey may purchase the report:

o $1,000 for firms with 1-3 officeso $2,000 for firms with 4-5 officeso $5,000 for firms with 6 or more offices

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General Survey Process: Distribution of Results

Distribute of an electronic copy of detailed compensation survey results• Search function for ease of use

o Searches available by city, job code and revenue• Data pages can be printed by individual job• Data can be exported into Excel spreadsheet• Electronic survey provided on CD or password protected website

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General Survey Process: Distribution of Results

Currently the distribution method includes a hard copy of survey results in three binders:• Compensation Binder• Benefits Binder• Billing Rate Binder

Polling Question: How many firms prefer the printed survey reports to the CD database?

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General Survey Process: Geographic Data Cuts

Geographic regional cuts covering multiple cities:• Firms report data on all employees (including employees outside of selected cities), so

that data can be included in the regional and national cuts• The regions are as follows:

o Northeast (with and without NYC and DC)o Southeasto Midwesto North Centralo Southwesto Southern CAo Northwest (with and without SF)

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Geographic Regions

North Central Region

MidwestRegion

NortheastRegion

SoutheastRegion

SouthwestRegion

Southern California

Region

Pacific Northwest

Region

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General Survey Changes to Consider

1. Position billing rate data included in both job data and separate section• Add question(s):

Do you quote projects based on blended rates? If so, do they vary by specialty? Can you report typical rates by specialty? (Or perhaps, report rates for your most commonly used blended rates)

2. Custom survey reports comparing participant data to market data excluding the participant firm

3. Change revenue groups to be the following:• < $3 million• $3 million - $10 million• $10.1 - $50 million• > $50 million

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General Survey Changes

4. Effective Date• 2010 survey effective date was June 1st

• Earlier effective date was requested for salary planning/budgeting purposes• Must have 90 days to be compliant with anti-trust regulations• Some participants can not report bonus and merit data until May so they would be

reporting old data if the effective date fell before May

Polling Question: How many firms would report old data if the effective date was March 1? April 1? May 1?

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Compensation Section Changes1. If participants indicate merit increases are effective annually (common review date), ask

follow up question regarding which month they are effective

2. The following positions need to be discussed and prioritized in terms of whether to add to the survey:• Technology/Digital Positions

o Examples include Producer, Web Developer, Chief Technology Officer, Creative Director, Art Director

• Intern Positionso Undergraduateo Graduate

• Research/Analytics Positionso Examples include Research Manager/Director

3. Move the following two titles in our examples:• Account Manager• Partner/Sr. PartnerPlease see the following two pages for additional detail…

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Compensation Section Changes

Currently Jr. Account Manager and Account Manager are both listed as Account Level 2. Same with Jr. Account Executive and Account Executive •Move Jr. Account Manager/Jr. Account Executive to Level 1?•Move Account Manager/Account Executive to Account Level 3 and then Move Sr. Account Exec to Level 4?

Account Supervisor, Group Mgr,

Senior Account Manager

Senior Associate

Jr Account Executive, Account Executive

Jr Account Mgr., Account Manager

Associate

Assistant Account Executive, Junior Associate

Senior Account Executive

Entry-level account management position. Responsible for day-to-day account management activities under close supervision of more senior account managers. Learning about different resources available w ithin the agency and different media audiences.

Responsible for day-to-day client contact and account management activities including preparation of w ritten materials and coordination of events. May supervise entry-level account management employees.

Responsible for day-to-day client contact and account management activities for several accounts. Supervises account executive level employees.

Primary responsibility for a signif icant portion of a large account or all day-to-day client contact and account management activities for several smaller accounts, w ith support from senior levels of management . Supervises junior level account team.

Account Level 2

406

404

Account Level 1

405

403 Account Level 4

Account Level 3

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Compensation Section Changes

Currently Account Level 7 lists SVP and then EVP is listed next to Sr. Partner. Partner is not listed.Add a Partner level or add Partner to existing level and move Sr. Partner up (as shown below)?

101 Global Practice Director; Sr Partner

Seasoned practitioner in a specif ic practice area or manager w ith responsibilities that extend beyond host off ice on a global basis. In addition to assigned account coverage, may be called upon by other global off ices for counsel or new business assistance.

200 Regional GM Regional General ManagerResponsible for the operations, clients, staff ing and P&L of the region.

300 Senior Office Leader / GMManaging Director, General Manager, Mkt Leader

Responsible for the operations, clients, staff ing and P&L of the off ice.

301 EVP or Sr PartnerExecutive Vice President, Practice Leader, Sr Partner

Responsible for either managing a practice, service offering or managing a major client relationship. Possesses expertise and skills recognized throughout the f irm.

400 Account Level 7Senior Vice President or Vice President

Senior level of account management. Responsible for a limited number of major accounts or a larger number of smaller accounts. Supervises other levels of account management assigned to these accounts.

Senior Practice Leader- Global

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