Council of Public Relations Firms
2012 Domestic Compensation and Benefits Survey
Survey Overview and Proposed Changes
COUNCIL of PUBLIC RELATIONS FIRMS
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 offices
o $2,000 for firms with 4-5 offices
o $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 Southeast
o Midwest
o North Central
o Southwest
o Southern CA
o Northwest (with and without SF)
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Geographic Regions
Pacific
Northwest
Region
North
Central
Region
Midwest
Region
Southern
California
Region
Northeast
Region
Southeast
Region
Southwest
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 Changes
1. 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 Positions
o Undergraduate
o Graduate
• Research/Analytics Positions
o Examples include Research Manager/Director
3. Move the following two titles in our examples:
• Account Manager
• Partner/Sr. Partner
Please 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
403
Account Level 4
Senior Associate
404
Account Level 3
Responsible for day-to-day client contact and
account management activities for several
accounts. Supervises account executive level
employees.
Senior Account Executive
Jr Account Executive, Account
Executive
405
Account Level 2
Jr Account Mgr., Account Manager
Associate
406
Account Level 1
Assistant Account Executive, Junior
Associate
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Primary responsibility for a significant 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.
9
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.
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.
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)?
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Senior Practice LeaderGlobal
Global Practice Director; Sr Partner
Seasoned practitioner in a specific practice area or
manager w ith responsibilities that extend beyond
host office on a global basis. In addition to assigned
account coverage, may be called upon by other
global offices for counsel or new business
assistance.
200
Regional GM
Regional General Manager
Responsible for the operations, clients, staffing and
P&L of the region.
300
Senior Office Leader / GM
Managing Director, General Manager,
Mkt Leader
Responsible for the operations, clients, staffing and
P&L of the office.
301
EVP or Sr Partner
Executive Vice President, Practice
Leader, Sr Partner
400
Account Level 7
Senior Vice President or Vice
President
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Responsible for either managing a practice, service
offering or managing a major client relationship.
Possesses expertise and skills recognized
throughout the firm.
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.
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