County of Orange
Compensation Survey Workshop
KH Consulting Group (KH) Team:
• Gayla Kraetsch Hartsough, Ph.D – KH President
• Tom Greer – KH Resource Consultant
• Heather Sims – KH Consultant This report is solely for the use of client personnel.
No part of it may be circulated, quoted, or reproduced
for distribution outside the client organization
without prior written approval from KH CONSULTING GROUP (KH).
This material was used by KH during an oral presentation and,
therefore, is not a complete record of the discussion.
KH Consulting Group January 14, 2008 1
WELCOME
KH Consulting Group January 14, 2008 2
Welcome
• KH Team
–Gayla Kraetsch Hartsough, Ph.D.
–Tom Greer
–Heather Sims
KH Consulting Group January 14, 2008 3
WORKSHOP AGENDA
• Project Overview
• Compensation Survey Data
• Choosing Positions to Survey
• Compensation Survey Steps
• Creating a Survey Peer Group
• Interpreting Data
• So What? Now What?
• Wrap-up & Next Steps
KH Consulting Group January 14, 2008 4
2007-2008 Project Objectives
Phase I – Compensation Survey: Survey of
54 benchmarked positions
Phase II – Compensation and Recruitment
Strategies: Development of strategies for the
recruitment and retention of employees in
hard-to-fill positions
Phase III – Compensation Survey Template
and Workbook: Design of an online
benchmark survey tool and training materials
for Orange County HR professionals to use
KH Consulting Group January 14, 2008 5
PHASE I: Compensation Survey
Participation Comparison
COMPARISON 1996 2007 Δ%
Benchmarked Positions 57 54 -5%
Participant Organizations 160 95 -59%
Incumbents 45,938 67,312 +47%
Note: The 1996 Survey also surveyed small businesses outside
of Orange County, resulting in more participant organizations
with few employees/incumbents.
KH Consulting Group January 14, 2008 6
KH Consulting Group January 14, 2008 7
5 PROXIMATE COUNTIES
• Los Angeles
• Riverside
• San Bernardino
• San Diego
• Ventura
KH Consulting Group January 14, 2008 8
STATEWIDE COUNTIES
• Alameda
• Sacramento
• San Francisco
• Santa Clara
KH Consulting Group January 14, 2008 9
PHASE I: Positions Surveyed
Executive and Professional Management and Professional
1. Chief Executive Officer 8. Attorney
2. Chief Information Officer 9. Manager, Operations
3. Chief Financial Officer 10. Manager, Budget
11. Manager, Human Resources
4. General Counsel 12. Manager, Facilities
5. Airport Director 13. Accountant/Internal Auditor
6. Health Care Director 14. Contract Analyst
7. Executive Director 15. Software/Programmer Analyst
16. Telecommunications Engineer
17. Civil Engineer
18. Child Support Officer
19. Social Worker
20. Health Care Service Chief
21. Staff Nurse (R.N.)
22. Nurse Practitioner
23. Occupational Therapist
24. Physical Therapist
25. Clinical Psychologist
26. Public Health Microbiologist
27. Hazardous Waste Specialist
KH Consulting Group January 14, 2008 10
PHASE I: Positions Surveyed
Clerical Technical
28. Office Technician 39. Armed Security Guard
29. Word Processing Technician 40. Radio Dispatcher
30. Office Specialist 41. Buyer (Purchasing)
31. Data Entry Technician 42. Engineering Technician
32. Administrative Assistant/Secretary 43. Laboratory Assistant
33. Accounting Assistant 44. Maintenance Inspector
34. Office Supervisor 45. Communications Technician
35. Executive Secretary 46. Eligibility Technician
Safety 47. Administrative Analyst
36. Police Officer/Deputy Sheriff Trade
37. Investigator/Detective/Sergeant 48. Equipment Mechanic
38. Juvenile Probation Counselor 49. Plumber
50. Power Equipment Operator
51. Laborer
52. Air Conditioning/HVAC Mechanic
53. Craft Supervisor
54. Automotive Mechanic
KH Consulting Group January 14, 2008 11
PHASE I: Positions Surveyed
The positions surveyed:
• When grouped into job families, represent
58.7% of County of Orange workforce
• Reflect positions surveyed in 1996
• Include hard-to-recruit and hard-to-retain
positions
KH Consulting Group January 14, 2008 12
PHASE II:
Recruitment and Retention Workshop
Objectives
• Evaluate current workforce challenges
• Evaluate, discuss, and develop
strategies to address the County’s
recruitment and retention challenges
• Define what changes are needed to
improve recruitment and retention and
achieve strategic directions
KH Consulting Group January 14, 2008 13
PHASE III:
Compensation Survey Workshop
Today’s Objectives
• Understanding what information can be
gathered in a compensation survey
• Learning how to conduct a
compensation survey
• Discussing first steps needed to develop
a multiyear survey plan
• Understanding how to interpret and use
the survey data
KH Consulting Group January 14, 2008 14
WORKSHOP AGENDA
• Project Overview
• Compensation Survey Data
• Choosing Positions to Survey
• Compensation Survey Steps
• Creating a Survey Peer Group
• Interpreting Data
• So What? Now What?
• Wrap-up & Next Steps
KH Consulting Group January 14, 2008 15
Benchmark Capsule Summary
Office Specialist 0536CL Benchmark Exhibit III-30
Performs difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the
exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology,
and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to
immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to
the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower
level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office
completion of 360 hours of relevant training.
AVG NO. OF
NO. OF TOTAL
CATEGORY YEARS IN BASE SALARY TITLE FREQUENCY
INCUMBENTS COMPENSATION
POSITION
OVERALL 2050 8.0 $45,389 $58,468 Administrative/Sales Assistant 2
COUNTY OF ORANGE 435 6.0 $40,705 $57,471 Office Specialist 2
SECTOR Senior Office Specialist 2
GOVERNMENT 1450 6.8 $42,566 $57,024 Administrative Analyst 1
PRIVATE 11 7.0 $55,960 $57,879 Administrative Assistant II 1
NON-PROFIT 8 5.5 $41,650 $54,825 Analyst IV 1
EDUCATION 146 15.5 $50,561 $66,396 Billing Clerk 1
SIZE Clerk Typist IV 1
MEGA 1371 7.7 $44,189 $60,186 Data Control Specialist 1
LARGE 207 8.7 $49,379 $64,301 Eligibility Supervisor 1
MEDIUM 7 NR $42,972 $61,020 Legal Assistant 1
SMALL 30 8.1 $43,964 $52,880 Legal Document Specialist III 1
REGION Legal Processing Assistant; Medical Office Assistant II 1
ORANGE COUNTY 42 7.2 $52,017 $65,140 Legal Secretary 1
SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237 Office Assistant III 1
NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948 Office Support Specialist 1
Principal Office Specialist 1
Secretary 1
Position Match Frequency Secretary I 1
Senior Administrative Assistant 1
More
Senior Administrative Legal Clerk and Senior Legal Secretary 1
Close
4 18 3 Senior Clerk Typist A 1
Less
Senior Legal Office Assistant 1
Staff Assistant I 1
Staff Support Associate 1
Difficulty of Recruitment Frequency
Difficult 90000
Average
80000
Total Compensation
2 17 5 Easy
70000
County of Orange Recruitment Difficulty - Average
County of Orange Vacancy Rate - 10.20%
60000
50000
40000
30000
Participant Organization
KH Consulting Group January 14, 2008 16
Benchmark Capsule Summary
Office Specialist 0536CL Benchmark Exhibit III-30
Performs difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the
exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology,
and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to
immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to
the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower
level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office
completion of 360 hours of relevant training.
AVG NO. OF
NO. OF TOTAL
CATEGORY YEARS IN BASE SALARY TITLE FREQUENCY
INCUMBENTS COMPENSATION
POSITION
OVERALL 2050 8.0 $45,389 $58,468 Administrative/Sales Assistant 2
COUNTY OF ORANGE 435 6.0 $40,705 $57,471 Office Specialist 2
SECTOR Senior Office Specialist 2
GOVERNMENT 1450 6.8 $42,566 $57,024 Administrative Analyst 1
PRIVATE 11 7.0 $55,960 $57,879 Administrative Assistant II 1
NON-PROFIT 8 5.5 $41,650 $54,825 Analyst IV 1
EDUCATION 146 15.5 $50,561 $66,396 Billing Clerk 1
SIZE Clerk Typist IV 1
MEGA 1371 7.7 $44,189 $60,186 Data Control Specialist 1
LARGE 207 8.7 $49,379 $64,301 Eligibility Supervisor 1
MEDIUM 7 NR $42,972 $61,020 Legal Assistant 1
SMALL 30 8.1 $43,964 $52,880 Legal Document Specialist III 1
REGION Legal Processing Assistant; Medical Office Assistant II 1
ORANGE COUNTY 42 7.2 $52,017 $65,140 Legal Secretary 1
SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237 Office Assistant III 1
NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948 Office Support Specialist 1
Principal Office Specialist 1
Secretary 1
Position Match Frequency Secretary I 1
Senior Administrative Assistant 1
More
Senior Administrative Legal Clerk and Senior Legal Secretary 1
Close
4 18 3 Senior Clerk Typist A 1
Less
Senior Legal Office Assistant 1
Staff Assistant I 1
Staff Support Associate 1
Difficulty of Recruitment Frequency
Difficult 90000
Average
80000
Total Compensation
2 17 5 Easy
70000
County of Orange Recruitment Difficulty - Average
County of Orange Vacancy Rate - 10.20%
60000
50000
40000
30000
Participant Organization
KH Consulting Group January 14, 2008 17
Benchmark Capsule Summary
Office Specialist 0536CL Benchmark Exhibit III-30
Performs difficult, specialized, and responsible office work requiring extensive related
experience, thorough knowledge of the methods and procedures applicable to the
assignment, and the exercise of considerable discretion and responsible decision-making
in performing work. Analyzes a variety of source materials with a thorough
understanding of policies, procedures, terminology, and various applicable regulations;
answers questions that involve searching for and abstracting technical data and detailed
explanations of regulations, policies, or procedures and refers to immediate supervisor
only on matters requiring policy decisions; may compile a variety of narrative and
statistical reports; interacts with the public or others in difficult situations. In addition to
the primary responsibilities, may perform a variety of keyboarding duties including
typing, entry, manipulation, retrieval of information. Acts as lead worker for employees
in the same or lower level classes; assists in training new employees; acts for supervisor
in his or her absence. Requires 3 years of relevant experience; completion of 18
semester units in secretarial sciences, office practices, or a closely related field; or
completion of 360 hours of relevant training.
KH Consulting Group January 14, 2008 18
Benchmark Capsule Summary
Office Specialist 0536CL Benchmark Exhibit III-30
Performs difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the
exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology,
and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to
immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to
the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower
level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office
completion of 360 hours of relevant training.
AVG NO. OF
NO. OF TOTAL
CATEGORY YEARS IN BASE SALARY TITLE FREQUENCY
INCUMBENTS COMPENSATION
POSITION
OVERALL 2050 8.0 $45,389 $58,468 Administrative/Sales Assistant 2
COUNTY OF ORANGE 435 6.0 $40,705 $57,471 Office Specialist 2
SECTOR Senior Office Specialist 2
GOVERNMENT 1450 6.8 $42,566 $57,024 Administrative Analyst 1
PRIVATE 11 7.0 $55,960 $57,879 Administrative Assistant II 1
NON-PROFIT 8 5.5 $41,650 $54,825 Analyst IV 1
EDUCATION 146 15.5 $50,561 $66,396 Billing Clerk 1
SIZE Clerk Typist IV 1
MEGA 1371 7.7 $44,189 $60,186 Data Control Specialist 1
LARGE 207 8.7 $49,379 $64,301 Eligibility Supervisor 1
MEDIUM 7 NR $42,972 $61,020 Legal Assistant 1
SMALL 30 8.1 $43,964 $52,880 Legal Document Specialist III 1
REGION Legal Processing Assistant; Medical Office Assistant II 1
ORANGE COUNTY 42 7.2 $52,017 $65,140 Legal Secretary 1
SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237 Office Assistant III 1
NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948 Office Support Specialist 1
Principal Office Specialist 1
Secretary 1
Position Match Frequency Secretary I 1
Senior Administrative Assistant 1
More
Senior Administrative Legal Clerk and Senior Legal Secretary 1
Close
4 18 3 Senior Clerk Typist A 1
Less
Senior Legal Office Assistant 1
Staff Assistant I 1
Staff Support Associate 1
Difficulty of Recruitment Frequency
Difficult 90000
Average
80000
Total Compensation
2 17 5 Easy
70000
County of Orange Recruitment Difficulty - Average
County of Orange Vacancy Rate - 10.20%
60000
50000
40000
30000
Participant Organization
KH Consulting Group January 14, 2008 19
g work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology,
nd abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to
ariety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to
g typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower
Benchmark Capsule Summary
bsence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office
TOTAL
TITLE FREQUENCY
OMPENSATION
$58,468 Administrative/Sales Assistant 2
$57,471 Office Specialist 2
Senior Office Specialist 2
$57,024 Administrative Analyst 1
$57,879 Administrative Assistant II 1
$54,825 Analyst IV 1
$66,396 Billing Clerk 1
Clerk Typist IV 1
$60,186 Data Control Specialist 1
$64,301 Eligibility Supervisor 1
$61,020 Legal Assistant 1
$52,880 Legal Document Specialist III 1
Legal Processing Assistant; Medical Office Assistant II 1
$65,140 Legal Secretary 1
$55,237 Office Assistant III 1
$49,948 Office Support Specialist 1
Principal Office Specialist 1
Secretary 1
Secretary I 1
Senior Administrative Assistant 1
Senior Administrative Legal Clerk and Senior Legal Secretary 1
Senior Clerk Typist A 1
Senior Legal Office Assistant 1
Staff Assistant I 1
Staff Support Associate 1
KH Consulting Group January 14, 2008 20
Benchmark Capsule Summary
Office Specialist 0536CL Benchmark Exhibit III-30
Performs difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the
exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology,
and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to
immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to
the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower
level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office
completion of 360 hours of relevant training.
AVG NO. OF
NO. OF TOTAL
CATEGORY YEARS IN BASE SALARY TITLE FREQUENCY
INCUMBENTS COMPENSATION
POSITION
OVERALL 2050 8.0 $45,389 $58,468 Administrative/Sales Assistant 2
COUNTY OF ORANGE 435 6.0 $40,705 $57,471 Office Specialist 2
SECTOR Senior Office Specialist 2
GOVERNMENT 1450 6.8 $42,566 $57,024 Administrative Analyst 1
PRIVATE 11 7.0 $55,960 $57,879 Administrative Assistant II 1
NON-PROFIT 8 5.5 $41,650 $54,825 Analyst IV 1
EDUCATION 146 15.5 $50,561 $66,396 Billing Clerk 1
SIZE Clerk Typist IV 1
MEGA 1371 7.7 $44,189 $60,186 Data Control Specialist 1
LARGE 207 8.7 $49,379 $64,301 Eligibility Supervisor 1
MEDIUM 7 NR $42,972 $61,020 Legal Assistant 1
SMALL 30 8.1 $43,964 $52,880 Legal Document Specialist III 1
REGION Legal Processing Assistant; Medical Office Assistant II 1
ORANGE COUNTY 42 7.2 $52,017 $65,140 Legal Secretary 1
SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237 Office Assistant III 1
NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948 Office Support Specialist 1
Principal Office Specialist 1
Secretary 1
Position Match Frequency Secretary I 1
Senior Administrative Assistant 1
More
Senior Administrative Legal Clerk and Senior Legal Secretary 1
Close
4 18 3 Senior Clerk Typist A 1
Less
Senior Legal Office Assistant 1
Staff Assistant I 1
Staff Support Associate 1
Difficulty of Recruitment Frequency
Difficult 90000
Average
80000
Total Compensation
2 17 5 Easy
70000
County of Orange Recruitment Difficulty - Average
County of Orange Vacancy Rate - 10.20%
60000
50000
40000
30000
Participant Organization
KH Consulting Group January 14, 2008 21
Benchmark Capsule Summary
Position Match Frequency
More
Close
18 Less
4 3
Difficulty of Recruitment Frequency
Difficult
Average
2 17 5 Easy
KH Consulting Group January 14, 2008 22
Benchmark Capsule Summary
Office Specialist 0536CL Benchmark Exhibit III-30
Performs difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the
exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology,
and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to
immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to
the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower
level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office
completion of 360 hours of relevant training.
AVG NO. OF
NO. OF TOTAL
CATEGORY YEARS IN BASE SALARY TITLE FREQUENCY
INCUMBENTS COMPENSATION
POSITION
OVERALL 2050 8.0 $45,389 $58,468 Administrative/Sales Assistant 2
COUNTY OF ORANGE 435 6.0 $40,705 $57,471 Office Specialist 2
SECTOR Senior Office Specialist 2
GOVERNMENT 1450 6.8 $42,566 $57,024 Administrative Analyst 1
PRIVATE 11 7.0 $55,960 $57,879 Administrative Assistant II 1
NON-PROFIT 8 5.5 $41,650 $54,825 Analyst IV 1
EDUCATION 146 15.5 $50,561 $66,396 Billing Clerk 1
SIZE Clerk Typist IV 1
MEGA 1371 7.7 $44,189 $60,186 Data Control Specialist 1
LARGE 207 8.7 $49,379 $64,301 Eligibility Supervisor 1
MEDIUM 7 NR $42,972 $61,020 Legal Assistant 1
SMALL 30 8.1 $43,964 $52,880 Legal Document Specialist III 1
REGION Legal Processing Assistant; Medical Office Assistant II 1
ORANGE COUNTY 42 7.2 $52,017 $65,140 Legal Secretary 1
SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237 Office Assistant III 1
NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948 Office Support Specialist 1
Principal Office Specialist 1
Secretary 1
Position Match Frequency Secretary I 1
Senior Administrative Assistant 1
More
Senior Administrative Legal Clerk and Senior Legal Secretary 1
Close
4 18 3 Senior Clerk Typist A 1
Less
Senior Legal Office Assistant 1
Staff Assistant I 1
Staff Support Associate 1
Difficulty of Recruitment Frequency
Difficult 90000
Average
80000
Total Compensation
2 17 5 Easy
70000
County of Orange Recruitment Difficulty - Average
County of Orange Vacancy Rate - 10.20%
60000
50000
40000
30000
Participant Organization
KH Consulting Group January 14, 2008 23
Benchmark Capsule Summary
AVG NO. OF
NO. OF TOTAL
CATEGORY YEARS IN BASE SALARY
INCUMBENTS COMPENSATION
POSITION
OVERALL 2050 8.0 $45,389 $58,468
COUNTY OF ORANGE 435 6.0 $40,705 $57,471
SECTOR
GOVERNMENT 1450 6.8 $42,566 $57,024
PRIVATE 11 7.0 $55,960 $57,879
NON-PROFIT 8 5.5 $41,650 $54,825
EDUCATION 146 15.5 $50,561 $66,396
SIZE
MEGA 1371 7.7 $44,189 $60,186
LARGE 207 8.7 $49,379 $64,301
MEDIUM 7 NR $42,972 $61,020
SMALL 30 8.1 $43,964 $52,880
REGION
ORANGE COUNTY 42 7.2 $52,017 $65,140
SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237
NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948
KH Consulting Group January 14, 2008 24
Benchmark Capsule Summary
Office Specialist 0536CL Benchmark Exhibit III-30
Performs difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the
exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology,
and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to
immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to
the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower
level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office
completion of 360 hours of relevant training.
AVG NO. OF
NO. OF TOTAL
CATEGORY YEARS IN BASE SALARY TITLE FREQUENCY
INCUMBENTS COMPENSATION
POSITION
OVERALL 2050 8.0 $45,389 $58,468 Administrative/Sales Assistant 2
COUNTY OF ORANGE 435 6.0 $40,705 $57,471 Office Specialist 2
SECTOR Senior Office Specialist 2
GOVERNMENT 1450 6.8 $42,566 $57,024 Administrative Analyst 1
PRIVATE 11 7.0 $55,960 $57,879 Administrative Assistant II 1
NON-PROFIT 8 5.5 $41,650 $54,825 Analyst IV 1
EDUCATION 146 15.5 $50,561 $66,396 Billing Clerk 1
SIZE Clerk Typist IV 1
MEGA 1371 7.7 $44,189 $60,186 Data Control Specialist 1
LARGE 207 8.7 $49,379 $64,301 Eligibility Supervisor 1
MEDIUM 7 NR $42,972 $61,020 Legal Assistant 1
SMALL 30 8.1 $43,964 $52,880 Legal Document Specialist III 1
REGION Legal Processing Assistant; Medical Office Assistant II 1
ORANGE COUNTY 42 7.2 $52,017 $65,140 Legal Secretary 1
SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237 Office Assistant III 1
NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948 Office Support Specialist 1
Principal Office Specialist 1
Secretary 1
Position Match Frequency Secretary I 1
Senior Administrative Assistant 1
More
Senior Administrative Legal Clerk and Senior Legal Secretary 1
Close
4 18 3 Senior Clerk Typist A 1
Less
Senior Legal Office Assistant 1
Staff Assistant I 1
Staff Support Associate 1
Difficulty of Recruitment Frequency
Difficult 90000
Average
80000
Total Compensation
2 17 5 Easy
70000
County of Orange Recruitment Difficulty - Average
County of Orange Vacancy Rate - 10.20%
60000
50000
40000
30000
Participant Organization
KH Consulting Group January 14, 2008 25
Benchmark Capsule Summary
90000
80000
Total Compensation
70000
60000
50000
40000
30000
Participant Organization
KH Consulting Group January 14, 2008 26
WORKSHOP AGENDA
• Project Overview
• Compensation Survey Data
• Choosing Positions to Survey
• Compensation Survey Steps
• Creating a Survey Peer Group
• Interpreting Data
• So What? Now What?
• Wrap-up & Next Steps
KH Consulting Group January 14, 2008 27
ACTIVITY:
Choosing Positions to Survey
• Read through the list of all County of
Orange positions
• Highlight positions of concern
KH Consulting Group January 14, 2008 28
ACTIVITY:
Choosing Positions to Survey
Objectives to determine:
• Top 20 positions to be surveyed
• Reason(s) why for each
• Prioritize
• The Department(s) involved
KH Consulting Group January 14, 2008 29
Examples of Benchmark Position Criteria
• Representative of a • Hard-to-recruit
complete range of jobs • Hard-to-retain
surveyed • High profile
• Core position in an • Limited number of
organization’s workforce incumbents, such as
• Numerically important Executive positions
• Positions with conflicting
• Well known or common viewpoints regarding
• Relatively stable job content value in the marketplace
• Good reference points in a
job structure concerning
level of difficulty and
responsibility
• Clear and concise
description
KH Consulting Group January 14, 2008 30
GROUP ASSIGNMENT
If your birthday lands within:
• January-April – Heather in room 169
• May-August – Gayla in this room
• September-December – Tom in room 214/216
*TAKE A BREAK*
KH Consulting Group January 14, 2008 31
ACTIVITY DISCUSSION
KH Consulting Group January 14, 2008 32
WORKSHOP AGENDA
• Project Overview
• Compensation Survey Data
• Choosing Positions to Survey
• Compensation Survey Steps
• Creating a Survey Peer Group
• Interpreting Data
• So What? Now What?
• Wrap-up & Next Steps
KH Consulting Group January 14, 2008 33
Inclusive Survey Approach
WHY? WHO?
• Promotes a smoother • Department HR staff
process members conduct the
• Encourages project survey and analysis
ownership by all parties • A Survey Manager,
• Results in a more an individual within the
relevant project outcome Human Resources
Department oversees
survey facilitation
KH Consulting Group January 14, 2008 34
Survey Approach
Survey Oversight Committee (SOC)
• Membership:
– Labor representatives
– Other stakeholders who might have valuable
insight into relevant compensation issues or would
be affected by the survey results
– Possible term limit
• Stakeholder involvement with and
understanding of the survey process
• Objectivity and buy-in of survey results
• Strictly advisory role in the survey process
KH Consulting Group January 14, 2008 35
Multi-Year Survey Calendar
• Developed by the Human Resources
Department and other involved County
of Orange Departments
• Purpose
– Identifies Survey frequency
– Identifies Positions to be surveyed
– Identifies involved Departments
– Minimizes redundancy
KH Consulting Group January 14, 2008 36
Survey Peer Group
• A master list of peer organizations and
agencies that the County will routinely include
in compensation surveys
• The Human Resources Department will:
– Coordinate with the Departments to identify the
Peer Group organizations and develop the list
– Contact the organizations to discuss the survey
calendar, process, and enter into an informal
participation agreement.
– Maintain the list and ensure that it is up-to-date
KH Consulting Group January 14, 2008 37
Survey Action Plan
DEPARTMENT/ SURVEY
DEPARTMENT/ DIRECTOR HR SURVEY
ACTION STEP AGENCY ADVISORY
AGENCY HEAD OF HR MANAGER
HR TEAM(S) COMMITTEE
FORMULATE
1. DEVELOP SURVEY TIMELINE REVIEW ADVISE IMPLEMENT
MONITOR
REVIEW FORMULATE
2. SELECT BENCHMARK POSITIONS REVIEW APPROVE ADVISE
MONITOR IMPLEMENT
3. ASSIGN BENCHMARK POSITION TITLES AND REVIEW FORMULATE
REVIEW APPROVE ADVISE
WRITE CAPSULE DESCRIPTIONS MONITOR IMPLEMENT
REVIEW
4. BUILD ONLINE COMPENSATION SURVEY APPROVE IMPLEMENT
MONITOR
5. IDENTIFY TARGET ORGANIZATIONS TO BE
ADVISE REVIEW
SURVEYED AND COMPILE CONTACT ADVISE IMPLEMENT ADVISE
APPROVE MONITOR
INFORMATION
7. DISTRIBUTE COMPENSATION SURVEY;
MONITOR IMPLEMENT
FOLLOW-UP AS NEEDED
8. COLLECT AND COMPILE SURVEY RESPONSES MONITOR IMPLEMENT
9. ANALYZE SURVEY RESULTS REVIEW REVIEW MONITOR IMPLEMENT REVIEW
REVIEW
10. GENERATE REPORTS REVIEW APPROVE IMPLEMENT
MONITOR
KH Consulting Group January 14, 2008 38
Compensation Philosophy
The Compensation Philosophy should:
• Align with the County of Orange Strategic Focus
• Align with human resources goals and strategies
• Reflect the County of Orange work culture
• Create a motivational framework for compensation
• Clearly state its purpose
• Address Total Compensation
– Base Pay
– Benefits
• Address recruitment and retention
KH Consulting Group January 14, 2008 39
Step 1: Develop Survey Timeline
Task Week
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
Identify benchmark positions, assign titles, and write
capsule descriptions
Identify potential survey participants, including contact
information
Build online survey
Disseminate online survey
Collect and analyze survey results
Prepare Orange County reports
Prepare participants' reports
KH Consulting Group January 14, 2008 40
Step 2: Select Benchmark Positions
• Representative of a • Hard-to-recruit
complete range of jobs • Hard-to-retain
surveyed • High profile
• Core position in an • Limited number of
organization’s workforce incumbents, such as
• Numerically important Executive positions
• Well known or common • Positions with
• Relatively stable job conflicting viewpoints
content regarding value in the
• Good reference points marketplace
in a job structure
concerning level of
difficulty and
responsibility
• Clear and concise
description
KH Consulting Group January 14, 2008 41
Step 3: Assign Benchmark Position
Titles and Write Capsule Descriptions
• Keep the survey audience in mind
• The benchmark position title and
capsule description are the only
references survey respondents have for
determining if they have a comparable
position in their organization.
• The validity of survey data relies heavily
on the respondents’ perception, making
descriptive clarity and accuracy
paramount.
KH Consulting Group January 14, 2008 42
Step 3: Assign Benchmark Position
Titles and Write Capsule Descriptions
POSITION DESCRIPTION
• Reporting and supervisory duties
• Descriptive statements that relate to the
responsibilities
• Required number of years of experience or
job knowledge
• Required educational level
• Required discipline or specific course work
• Required licenses or certifications
• Required travel/driver’s license requirement
• Other required special abilities
KH Consulting Group January 14, 2008 43
Step 4: Build Online Compensation Survey
ONLINE SURVEY TOOLS
• Less resource intensive
• Real-time updates
• Easy follow-up
• Simplifies data entry and analysis
KH Consulting Group January 14, 2008 44
Online Survey Tools
• Less resource intensive
• Real-time updates
• Easy follow-up
• Simplifies data entry and analysis
KH Consulting Group January 14, 2008 45
Survey Invitation and Introduction Page
KH Consulting Group January 14, 2008 46
Section 1: Employer General Information
KH Consulting Group January 14, 2008 47
Section 1: Employer General Information
KH Consulting Group January 14, 2008 48
Section 2: Compensation for
Benchmark Positions
KH Consulting Group January 14, 2008 49
Section 2: Compensation for
Benchmark Positions
KH Consulting Group January 14, 2008 50
Section 2: Compensation for
Benchmark Positions
KH Consulting Group January 14, 2008 51
Survey Completion
KH Consulting Group January 14, 2008 52
Survey Completion
KH Consulting Group January 14, 2008 53
Step 5: Identify Target Organizations to be
Surveyed and Compile Contact Information
PARAMETERS
• Relevant labor market(s)
• Relevant-sized organizations
• Relevant business sector(s)
• Relevant geographic targets
– Local
– Regional
– Statewide
– Nationwide
KH Consulting Group January 14, 2008 54
Step 5: Identify Target Organizations to be
Surveyed and Compile Contact Information
RESOURCES
• County of Orange relevant contacts:
– Public sector peers
– Private sector partners
– Non-profit partners
– Education partners
• Major business listings, including:
– California Employment Development Department
– The Orange County Business Journal
– Los Angeles Business Journal
– San Diego Business Journal
– Annual Book of Lists for relevant jurisdictions
KH Consulting Group January 14, 2008 55
Step 6: Distribute Compensation Survey;
Follow-up as Needed
SURVEY DEADLINE TRACKING RESPONSES
• Survey length should be & FOLLOW-UP
considered • Track respondents’
• 1 month to complete the progress throughout the
survey survey period
• Pre-planned extension • Follow-up
of 1-2 weeks for late • Send reminders at least
responders. twice during survey
• Use more than one
mode of contact,
including email,
telephone, and FAX.
KH Consulting Group January 14, 2008 56
Step 7: Collect and Compile Survey
Responses
KH Consulting Group January 14, 2008 57
Step 7: Collect and Compile Survey
Responses
BASE PAY x (1 + BENEFITS %) =
TOTAL COMPENSATION
KH Consulting Group January 14, 2008 58
Compilation Standards
• If a respondent indicates a match or includes salary information for
a position, but does not indicate a number of incumbents, assume
“1”.
• If the position is one for which there is reason to believe that the
number of incumbents should be significantly great than “1”,
attempt to follow up.
• In all other cases, when a data field is left blank by the respondent,
do not alter or include any value (including zero) so that the
accurate averages can be calculated.
• If all information about the incumbent(s) in a position is provided
except for salary, include the incumbent(s), but leave the salary
blank.
• If a respondent reports a base salary for a position, but does not
provide a percent of base salary representing benefits, there is no
total compensation calculated for that position and it is only
included in the appropriate base salary averages.
• When an hourly salary is provided, multiply the amount by 2,080
hours to calculate an annual salary[1].
[1] The U.S. Department of Labor uses 2,080 hours as the standard work year for labor statistics.
KH Consulting Group January 14, 2008 59
Step 8: Analyze Survey Data
• POSITION MATCH – Calculate a frequency count for the number
of times respondents answered for each of the 3 choices – LESS,
CLOSE, and MORE.
• POSITION TITLE – Gather the titles provided by respondents
and calculate a frequency count for each title.
• NUMBER OF INCUMBENTS – Calculate the average number of
incumbents reported by survey respondents.
• ACTUAL ANNUAL BASE PAY – Calculate the average of all
responses.
• PERCENT OF BASE SALARY – Calculate the average of all
responses.
• TOTAL COMPENSATION – Calculate the average of all
calculated figures.
• AVERAGE NUMBER OF YEARS – Calculate the mean number
of years reported by survey respondents.
• RECRUITMENT DIFFICULTY – Calculate a frequency count for
the number of times respondents answered for each of the 3
choices – EASY, AVERAGE, or DIFFICULT.
KH Consulting Group January 14, 2008 60
Presenting Survey Analysis
Position title used in Confidential
Compensation Survey
County of Orange Title Classification
Office Specialist 0536CL Position
Performs difficult, specialized, and responsible office work requiring extensive related experience, thorough knowledge of the methods and procedures applicable to the assignment, and the
exercise of considerable discretion and responsible decision-making in performing work. Analyzes a variety of source materials with a thorough understanding of policies, procedures, terminology, description used
and various applicable regulations; answers questions that involve searching for and abstracting technical data and detailed explanations of regulations, policies, or procedures and refers to
immediate supervisor only on matters requiring policy decisions; may compile a variety of narrative and statistical reports; interacts with the public or others in difficult situations. In addition to
in Confidential
the primary responsibilities, may perform a variety of keyboarding duties including typing, entry, manipulation, retrieval of information. Acts as lead worker for employees in the same or lower Compensation
level classes; assists in training new employees; acts for supervisor in his or her absence. Requires 3 years of relevant experience; completion of 18 semester units in secretarial sciences, office
completion of 360 hours of relevant training. Survey
AVG NO. OF
NO. OF TOTAL
CATEGORY YEARS IN BASE SALARY TITLE FREQUENCY
INCUMBENTS COMPENSATION
POSITION
OVERALL 2050 8.0 $45,389 $58,468 Administrative/Sales Assistant 2
Variety of COUNTY OF ORANGE 435 6.0 $40,705 $57,471 Office Specialist 2 County of Orange
SECTOR Senior Office Specialist 2
comparisons GOVERNMENT 1450 6.8 $42,566 $57,024 Administrative Analyst 1 responses highlighted
PRIVATE 11 7.0 $55,960 $57,879 Administrative Assistant II 1
by employer NON-PROFIT 8 5.5 $41,650 $54,825 Analyst IV 1
in pale orange
category. EDUCATION
SIZE
146 15.5 $50,561 $66,396 Billing Clerk
Clerk Typist IV
1
1
Direct market MEGA 1371 7.7 $44,189 $60,186 Data Control Specialist 1
LARGE 207 8.7 $49,379 $64,301 Eligibility Supervisor 1
competitors MEDIUM 7 NR $42,972 $61,020 Legal Assistant 1
highlighted in
SMALL
REGION
30 8.1 $43,964 $52,880 Legal Document Specialist III
Legal Processing Assistant; Medical Office Assistant II
1
1
Titles used by
pale blue ORANGE COUNTY 42 7.2 $52,017 $65,140 Legal Secretary 1 participant
SOUTHERN CALIFORNIA 1468 8.8 $41,170 $55,237 Office Assistant III 1
NORTHERN CALIFORNIA 105 10.0 $42,042 $49,948 Office Support Specialist 1 organizations for
Principal Office Specialist 1
Secretary 1 comparable position
Position Match Frequency Secretary I 1
Respondents reported More
Senior Administrative Assistant 1 and the frequency
Senior Administrative Legal Clerk and Senior Legal Secretary 1
position match 4 18 3
Close
Senior Clerk Typist A 1 reported.
Less
Senior Legal Office Assistant 1
Staff Assistant I 1
Staff Support Associate 1
Difficulty of Recruitment Frequency
Respondents reported Difficult Total Compensation
recruitment difficulty 2 17 5
Average 90000
Median
Easy
80000
Total Compensation
County of Orange Recruitment Difficulty - Average
County of Orange Vacancy Rate - 10.20% 70000
Pale green band represents
60000
Reported by the the Overall Total
50000
County of Orange 40000
Compensation ± 10%
30000
Participant Organization
Orange County indicated
All other respondents
by orange data point
indicated by blue data
point
KH Consulting Group January 14, 2008 61
Step 9: Generate Reports
COMPENSATION SURVEY ANALYSIS should include:
• Introduction and Summary
– Context
– Scope and Objective
– Overall Findings
• Survey Process Explanation
• Survey Analysis
• Findings Discussion
PARTICIPANT REPORTS
• Encourage future collaboration.
• Differ from the County of Orange reports
– Treat the County as a confidential participant
– Includes OC data in overall totals for each benchmark
position
KH Consulting Group January 14, 2008 62
*LUNCH*
KH Consulting Group January 14, 2008 63
WORKSHOP AGENDA
• Project Overview
• Compensation Survey Data
• Choosing Positions to Survey
• Compensation Survey Steps
• Creating a Survey Peer Group
• Interpreting Data
• So What? Now What?
• Wrap-up & Next Steps
KH Consulting Group January 14, 2008 64
ACTIVITY:
Choosing Positions to Survey
Objectives to:
• Identify potential compensation survey
peers
• Discuss the reasons why to include
each potential survey peer
– Similar size
– Similar sector
– Direct competitor
• Discuss how to build relationships with
potential peers
KH Consulting Group January 14, 2008 65
GROUP ASSIGNMENT
If your last name starts with:
• A-H – Tom in room 214/216
• I-P – Gayla in this room
• Q-Z – Heather in room 169
KH Consulting Group January 14, 2008 66
ACTIVITY DISCUSSION
KH Consulting Group January 14, 2008 67
WORKSHOP AGENDA
• Project Overview
• Compensation Survey Data
• Choosing Positions to Survey
• Compensation Survey Steps
• Creating a Survey Peer Group
• Interpreting Data
• So What? Now What?
• Wrap-up & Next Steps
KH Consulting Group January 14, 2008 68
Data Collected
• POSITION MATCH – Calculate a frequency count for the number
of times respondents answered for each of the 3 choices – LESS,
CLOSE, and MORE.
• POSITION TITLE – Gather the titles provided by respondents
and calculate a frequency count for each title.
• NUMBER OF INCUMBENTS – Calculate the average number of
incumbents reported by survey respondents.
• ACTUAL ANNUAL BASE PAY – Calculate the average of all
responses.
• PERCENT OF BASE SALARY – Calculate the average of all
responses.
• TOTAL COMPENSATION – Calculate the average of all
calculated figures.
• AVERAGE NUMBER OF YEARS – Calculate the mean number
of years reported by survey respondents.
• RECRUITMENT DIFFICULTY – Calculate a frequency count for
the number of times respondents answered for each of the 3
choices – EASY, AVERAGE, or DIFFICULT.
KH Consulting Group January 14, 2008 69
Compensation Philosophy
The Compensation Philosophy should:
• Align with the County of Orange Strategic Focus
• Align with human resources goals and strategies
• Reflect the County of Orange work culture
• Create a motivational framework for compensation
• Clearly state its purpose
• Address Total Compensation
– Base Pay
– Benefits
• Address recruitment and retention
KH Consulting Group January 14, 2008 70
Geographic Differential
Consumer Price Index and
Geographic Wage Differential
Geographic
Location Composite CPI
Differential
Orange County 142.0 est. 1.00
San Diego 141.0 .99
Los Angeles 141.3 1.01
West Urban (more than 1.5 million) 212.549 .989
LA-Riverside-Orange 214.760 1.000
San Francisco-Oakland-San Jose 213.688 .995
[1]Information from the February 2007 Consumer Price Index (CPI) Report that is released
semiannually by the U.S. Department of Labor Bureau of Labor Statistics. Data displayed is CPI
for all Urban Consumers (CPI-U).
KH Consulting Group January 14, 2008 71
WORKSHOP AGENDA
• Project Overview
• Compensation Survey Data
• Choosing Positions to Survey
• Compensation Survey Steps
• Creating a Survey Peer Group
• Interpreting Data
• So What? Now What?
• Wrap-up & Next Steps
KH Consulting Group January 14, 2008 72
So What? Now What?
• Write down a “So what?” or “Now what?”
on the paper provided
• Give comments to a KH team member
*TAKE A BREAK*
KH Consulting Group January 14, 2008 73
Open Space Approach
What is Open Space: • Kick-start end to apartheid in
South Africa
• Based in the belief that
• Design new approaches to cancer
organizations and research
communities run on passion
• Rebuild communities after war
and responsibility Parallel
• Increase efficiency and revenue
working sessions around a
central theme • Design land use
• Create new products
• Participants create and
• Discuss ethnicity and culture
manage their own Agenda
• Bring Palestinians and Israelis
• It allows groups of any size together to talk about peace
to self-organize around what
• Develop strategic plans and bring
they really care about to get perceived adversaries together
things done.
KH Consulting Group January 14, 2008 74
Modified “Open Space” Approach
• Whoever comes is the right people
– Whoever is attracted to the same conversation are the people who
can contribute most to that conversation—because they care.
– They are exactly the ones – for the whole group – who should be
involved.
• Whatever happens is the only thing that could
have
– We are all limited by our own pasts and expectations.
– This principle acknowledges we'll all do our best to focus on NOW –
the present time and place – and not get bogged down in what
could've or should've happened.
• When it starts is the right time
– The creative spirit has its own time.
– Our task is to make our best contribution and enter the flow of
creativity when it starts.
• When it's over, it's over
– Creativity has its own rhythm.
KH Consulting Group January 14, 2008 75
Modified “Open Space” Approach
Ground Rules
– The Law of Two Feet means you take
responsibility for what you care about
• You can move to whatever place you can
best contribute or learn.
– The KH facilitators will ensure that
discussions, suggested decisions,
and ideas are captured and reported.
KH Consulting Group January 14, 2008 76
ACTIVITY DISCUSSION
KH Consulting Group January 14, 2008 77
WORKSHOP AGENDA
• Project Overview
• Compensation Survey Data
• Choosing Positions to Survey
• Compensation Survey Steps
• Creating a Survey Peer Group
• Interpreting Data
• So What? Now What?
• Wrap-up & Next Steps
KH Consulting Group January 14, 2008 78
Wrap-up
• What did you get out of
today’s workshop?
• What next steps do you
suggest?
• Comments?
• Suggestions?
• Concerns?
KH Consulting Group January 14, 2008 79
ACTIVITY DISCUSSION
KH Consulting Group January 14, 2008 80
THANK YOU!
KH Consulting Group January 14, 2008 81