SAMPLE - Home | Gallagher Surveys...Gallagher Surveys • Two Liberty Square • Boston, MA 02109 617-227-1642 2016 U.S. Pharmacy Staff Compensation Survey Effective Date: January

2016 U.S. Pharmacy Compensation SurveyDATA EFFECTIVE JANUARY 1, 2016

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The intent of this report is to provide you with general information regarding current practices within the employee compensation and benefits environment, obtained via a survey process. The data does

not constitute recommendations or other advice regarding employee benefit programs, and the user is in no way obligated to accept or implement any information for use within their organization(s). The

decision to utilize any information provided rests solely with the user, and application of the data contained does not guarantee compliance with applicable laws or regulations regarding employee

benefits. Information provided in this report, even if generally applicable, cannot possibly take into account all of the various factors that may affect a specific individual or situation. Additionally,

practices described within the report are not intended to provide legal advice, and should not be construed as such.

The report and its content do not constitute accounting, consulting, investment, insurance, legal, tax or any other type of professional advice, and should be used only in conjunction with the services of a

Gallagher consultant and any other appropriate professional advisors who have full knowledge of the user’s situation. Gallagher does not represent or warrant that the content will be correct, accurate,

timely or otherwise reliable. Gallagher may make changes to the content at any time. Gallagher assumes no responsibility of any kind, oral or written, express or implied, including but not limited to

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“Gallagher” shall be construed so as to include Arthur J. Gallagher & Co. and all of its affiliates.

Copyright 2016 by Arthur J. Gallagher & Co.

All rights reserved. No part of this report, including the text, data, graphics, interior design and cover design may be reproduced or transmitted in any form or by any means without the prior written

permission of the publisher.

© 2016 GALLAGHER BENEFIT SERVICES, INC.

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Gallagher Surveys • Two Liberty Square • Boston, MA 02109617-227-1642

www.gallaghersurveys.com

2016U.S. Pharmacy Staff

Compensation Survey

Effective Date: January 1, 2016

Published: June 2016

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2016 U.S. Pharmacy Staff Compensation Survey

Confidentiality Guarantee

Gallagher Surveys ensures that all organization-specific data collected from survey participants remains strictly confidential. Individual organization namesappear in the participant lists but no correlation to their data will be provided. This is also the case when organizational data is used in other custom survey reports.

Copyright Statement

The design and content of this survey report are the property of Gallagher Surveys and its affiliates and are protected under copyright laws. Survey information shall not be communicated to any other organizations, media or individuals not directly employed by the organization or affiliate organization. Any reproduction of the information requires express written authorization from Gallagher Surveys.

© 2016 U.S. Pharmacy Staff Compensation Survey

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Compensation Consulting & Surveys

At Gallagher Surveys, we recognize that your organization's compensation strategy must align with your unique business priorities. Our consultants' broad range of experience and know-how, backed by our proprietary research, allows us to develop creative compensation solutions that best link pay strategy to business objectives. Our goal is to enable clients to manage talent and improve results by attracting, motivating and retaining qualified employees. Serving over 1600 organizations throughout the United States, our consultants focus on building relationships and helping clients meet immediate and long-range business needs. We provide competitive market analysis, program design and implementation through a complete menu of compensation and market research services. Compensation consulting services include:

Compensation Consulting Services

• Development of compensation strategy and philosophy• Executive and Board of Directors compensation• Annual and long-term incentive plan design• Base pay program design and implementation• Market pricing and point factor job evaluation• Compensation programs compliance• Compensation programs for employee owned (ESOP) entities• Sales compensation• Compensation program outsourcing

Annually Published Surveys

• Aviation Compensation Survey• Distribution Center Compensation Survey• Healthcare Compensation Survey• Information Technology Compensation Survey• PSI, Twin Cities and Upper Midwest Compensation Survey• Retail Grocer Compensation Survey• U.S. Pharmacy Staff Compensation Survey

For more information, please call our compensation and surveys department at 617-227-1642 or email at [email protected].

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Survey Definitions

Annual Bonus/Short-Term IncentiveCash bonus and/or short-term incentives (STI) paid for the most recently completed fiscal year. Payments include amounts that are generally taxable in the year distributed. Payments may be from multiple plans including, but not limited to: "formula" incentive plans, "spot" or discretionary bonus plans, monetary award programs and cash profit sharing. Does not include payouts that will be deferred, such as profit sharing payments deposited into 401(k) or other deferred retirement accounts. Where an incumbent did not receive a full bonus/incentive payment due to a partial year in the position, an annualized amount is reported rather than the actual. Does not include hiring/signing or retention bonuses. Zeros are not reported.

Criteria for Job MatchingA good match occurs when 75% or more of the job duties are comparable. Criteria were provided to facilitate better job matching. These criteria are: level of work, minimum qualifications, and typical duties.

ExemptRefers to jobs, and the incumbents in those jobs, that are excluded from the overtime provisions of the Fair Labor Standards Act (FLSA), which requires payment of the minimum wage and at least time and one-half for all overtime hours worked as defined by wage and hour regulations. These jobs areexempt from the provisions of the FLSA by meeting at least one of the exemption tests for executive, administrative, professional or sales duties.

Full-Time Equivalency (FTE)Refers to the total number of labor hours paid by the organization divided by 2,080 (which is the number of hours in a 40 hour week x 52 weeks per year).

Hourly WageThe rate of pay per hour for the job being performed, excluding any variable payments, such as annual bonus/short-term incentives, overtime payments or shift differentials.

NonexemptRefers to jobs, and the incumbents in those jobs, that are subject to the overtime provisions of the Fair Labor Standards Act (FLSA), which requires payment of the minimum wage and at least time and one-half for all overtime hours worked as defined by wage and hour regulations. These jobs are subject to the provisions of the FLSA by failing to meet at least one of the exemption tests for executive, administrative, professional or sales duties.

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Survey Definitions

On-call PayPay for time an employee must be accessible by telephone or beeper, and available to return to the worksite within a designated response time.

Region BreakoutsNORTHWEST --> WA, ORMOUNTAIN --> CO, ID, MT, NV, UT, WYNORTH CENTRAL --> IA, IL, IN, KS, KY, MI, MN, MO, ND, NE, OH, SD, WINORTHEAST --> CT, DE, MA, MD, ME, NH, NJ, NY, PA, RI, VTCALIFORNIASOUTHWEST --> AZ, NM, OK, TXSOUTHEAST --> AR, AL, FL, GA, LA, MS, NC, SC, TN, VA, WVHAWAIIALASKA

SupervisionFor purposes of this survey, supervision is defined as providing work assignments, work review, discipline and performance reviews. Supervision may also include making hire or fire decisions and salary administration. Lead workers who provide work direction should not be reported as supervisors.

Target Annual Bonus/Short-term IncentiveA formally established bonus % of pay to be paid for achieving 100% of established performance criteria or goals.

Work DirectionRefers to guidance of one or more fellow employees in their day-to-day work, as distinguished from complete supervision. This could include providing training, answering questions and giving overall direction on a daily basis.

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Survey Definitions

BreakoutsOrganizations are classified on various criteria such as revenue, region, and industry. Statistics are used for each breakout to facilitate comparisons among more homogenous groups. Breakouts are also provided based on available CBSA codes.

• The sum of the number of companies may be greater than the overall number when breakouts are based on incumbent information. A company may be counted more than once depending upon the basis for the breakout.

• The sum of the number of companies may be less than the overall number where organizations did not provide information upon which the breakout is based or if some breakout categories are not listed because of an insufficient number of organizations (less than 3) in the breakout category.

• All data are included in the calculations of the overall summary line.

Organization MeanIs based on the actual individual rates submitted by each organization. It is the total of individual employee annual rates divided by the number ofemployees reported.

QuartilesIndividual rates ordered from lowest to highest:

Q1 (Quartile 1, 25th Percentile, P25):The value of the rate that falls at the middle of the lower half of the ordered rates. One fourth of the reported rates are at or less than the Q1 rate.

Q2 (Quartile 2, 50th Percentile, Median):The value of the rate that falls at the middle of all of the ordered rates. Half of the number of rates reported are paid at or below the Q2 rate.

Q3 (Quartile 3, 75th Percentile, P75):The value of the rate that falls at the middle of the upper half of the ordered rates. One fourth of the reported rates are at or more than the Q3 rate.

Quartile data are not provided when the number of employees is three or less.

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Survey Calculations and Interpretations

Unweighted/Weighted MeansUnweighted means are determined by dividing the sum of the organization average rates by the number of organizations reporting. This measure gives all organizations the same weight.

Weighted refers to the mean of organizational average rates weighted by the number of employees reported by each organization. This measure givesgreater weight to organizations with large numbers of employees than to organizations with small numbers of employees. (The terms "mean" and "average" are synonymous.)

Example:

Organization Employees Hourly Rate Unweighted = ($10 + $5) ÷ 2 = $7.50A 2 $10.00B 3 $5.00 Weighted = ($10 + $10 + $5 + $5 + $5) ÷ 5 = $7.00

Updating/Aging Survey DataTo stay current with the marketplace, survey data must be aged to reflect market movement since the effective date of the survey data. To illustrate,assume that market movement is 4.5% annually and survey data are four months old. What is the current mean for a job paying $30,000 a year?

1. Compute a pro-rated monthly increase =

4.5 ÷ 12 = .375% / month

2. Assuming survey data are four months old, the update factor would be:

.375 x 4 = 1.5%

3. Salary adjustment in actual dollars =

$30,000 x 1.5 ÷ 100 = $450

4. Update salary mean =

$30,000 + $450 = $30,450

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*Insufficient Data

2016 US Pharmacy Staff Compensation Survey

Job Index

SurveyJob No. Survey Job Title Page Number

1 Top Corporate Pharmacy Merchandising Executive 23

2 Top Division Pharmacy Merchandising Operations Executive 24

4* Top Division Pharmacy Managed Care Sales Executive* *

5* Director, Pharmacy Benefit Management Operations* *

8 Regional Pharmacy Specialist 25

11 Pharmacy Operations Manager 27

12 Staff Pharmacist – Full-Time 31

30 Staff Pharmacist – Part-Time 30

20 Pharmacy Tech Supervisor 37

13 Pharmacy Technician – Certified 38

14 Pharmacy Technician 40

31* Patient Care Advocate* *

15 Pharmacy Graduate 43

16 Pharmacy Intern 44

17 Pharmacy Clerk 46

18 Pharmacy Buyer 48

28* Mid-Level Provider (APRNs and PAs)* *

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Staff Pharmacist - Full-Time 12

# of Orgs 75th

Interprets, compounds and dispenses prescription pharmaceuticals as prescribed by physicians. Helps complete all necessary reports on pharmacy maintenance programs. Counsels and advises customers on the use, interaction and storage of prescription and non-prescription drugs. Assists the pharmacy manager with completing pharmacy financial reports. Orders and maintains the supply of drugs, chemicals and other pharmaceutical stock. Must be a licensed pharmacist. **PLEASE REPORT ONLY FULL-TIME INCUMBENTS UNDER THIS CODE**


Survey Title:

Description:

Job Number:

# of Empl Wtd Avg

Hourly Wage $

Elig % Tgt % Paid $

Avg Bonus (Annual)

Avg50th25th #* Union%

RegionNortheast 13 15%57.78 59.82 58.03 61.65 54 3% $3,27275633

Southeast 11 0%55.75 59.23 58.73 61.00 64 2% $3,53677532

North Central 9 22%58.00 59.85 60.61 62.58 67 1% $5,12066987

Southwest 5 0%57.85 59.81 61.18 61.33 60 32941

Mountain 5 40%57.60 59.30 58.47 60.49 100 $1,71251639

California 3 32166

Northwest 3 2937

Alaska 2 137

Hawaii 2 150

RevenueUnder $2.5 Billion 6 0%55.72 57.98 57.70 61.8658.32 67 4293

$2.5 to $10 Billion 6 17%54.88 59.00 58.57 61.7058.27 17 1771

Over $10 Billion 9 56%57.85 59.95 59.87 62.07 89 1% $2,955826859

Employee SizeUnder 10,000 7 14%57.00 61.10 58.31 62.00 57 4434

10,000 to 35,000 6 0%54.88 59.00 58.33 61.0558.17 33 2839

Over 35,000 8 63%57.80 59.95 59.79 62.10 88 1% $3,259726650

TypeHealthcare 6 17%56.83 61.21 58.69 65.52 17 1600

Retail/Other 15 33%57.75 59.89 58.95 62.00 80 2% $4,5291227323

All ParticipantsOverall 21 29%57.75 59.93 58.88 62.02 62 2% $4,6441327923

* indicates the number of organizations that made a bonus paymentResults are not listed when the number of reporting organiztaions is less than five. 31

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# of Orgs 75th Union%


Survey Title: Job Number:

# of Empl Wtd Avg

Hourly Wage $

Elig % Tgt % Paid $

Avg Bonus (Annual)

Avg50th25th #*

ConnecticutStatewide 5 0%59.25 61.93 60.29 62.17 80.0 4364

Hartford-West Hartford-East Hartford, CT

5 0%61.15 61.65 59.98 62.00 80.0 4122

Torrington, CT 5 0%59.87 62.07 60.03 63.21 80.0 321

Willimantic, CT 5 0%61.83 62.00 62.08 62.9462.41 80.0 412

DelawareStatewide 5 0%57.80 62.25 59.80 62.73 80.0 4159

Seaford, DE 5 0%57.65 62.15 60.37 63.63 80.0 444

District of ColumbiaStatewide 5 0%56.38 60.50 57.49 61.0058.25 80.0 447

Washington-Arlington-Alexandria, DC-VA-MD-WV

7 0%58.94 60.50 58.48 60.9558.84 71.4 3% $2,5365508

FloridaStatewide 5 0%53.25 56.95 57.89 59.50 60.0 32044

LouisianaStatewide 5 0%56.50 57.15 59.17 58.84 60.0 2472

* indicates the number of organizations that actually made bonus paymentsResults are not listed when the number of reporting organiztaions is less than five.

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# of Empl Wtd Avg

Hourly Wage $

Elig % Tgt % Paid $

Avg Bonus (Annual)

Avg50th25th #*

MarylandStatewide 7 0%58.70 60.50 58.35 61.0058.96 71.4 3% $2,6435555

Baltimore-Towson, MD 7 0%58.39 60.50 58.29 60.78 71.4 3% $2,5505286

MassachusettsStatewide 10 0%56.64 60.00 57.70 60.5858.06 50.0 $3,2575838

Boston-Cambridge-Quincy, MA-NH

8 0%56.59 60.00 58.46 60.5858.36 50.0 4639

Worcester, MA 6 0%59.00 60.00 59.04 60.3059.00 66.7 454

MinnesotaStatewide 5 20%59.02 61.21 61.04 62.01 60.0 3701

New JerseyStatewide 5 20%57.15 58.96 58.59 60.01 60.0 3722

New YorkStatewide 5 40%57.70 61.26 60.58 62.43 60.0 31407


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# of Empl Wtd Avg

Hourly Wage $

Elig % Tgt % Paid $

Avg Bonus (Annual)

Avg50th25th #*

North CarolinaStatewide 6 0%56.00 60.95 58.76 63.13 100.0 2% $4,1396860

Raleigh-Cary, NC 5 0%56.14 59.38 57.58 61.25 100.0 $4,6805161

Virginia Beach-Norfolk-Newport News, VA-NC

6 0%59.50 61.00 59.39 63.30 100.0 2% $2,1766257

PennsylvaniaStatewide 6 0%56.64 59.00 57.61 59.75 50.0 31189

Scranton--Wilkes-Barre, PA 5 0%57.38 57.80 56.86 58.40 60.0 351

South CarolinaStatewide 5 0%55.94 60.05 57.48 62.03 100.0 $4,4385379

UtahStatewide 5 0%55.88 59.08 57.79 60.27 80.0 4203

VirginiaStatewide 8 0%59.00 60.50 59.46 62.2559.70 75.0 2% $2,3766916

Charlottesville, VA 5 0%55.00 57.21 58.40 60.69 100.0 3%419

Richmond, VA 5 0%59.30 60.00 58.41 60.30 100.0 3% $2,6475195


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Participant List

Ahold USA, INC.

Albertsons Companies

Associated Food Stores

Atrius Health

Beth Israel Deaconess Medical Center

Big Y Foods, Inc.

Brigham and Women's Hospital

Brookshire Grocery Company

Coborn's, Incorporated

Harris Teeter

HealthPartners

Kroger Co

Mass. General Hospital

Mayo Clinic

Meijer

Price Chopper Supermarkets

Publix Super Markets, Inc.

Rite Aid Corp

Supervalu, Inc.

Walgreens

Wegmans Food Markets, Inc

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SAMPLE - Home | Gallagher Surveys...Gallagher Surveys • Two Liberty Square • Boston, MA 02109 617-227-1642 2016 U.S. Pharmacy Staff Compensation Survey Effective Date: January