SURVEY DEFINITIONS

These are definitions for the full survey. Not all terms are used in the data appearing on this website.

Statistics 

  • 10th Percentile (10th %ile) - That data point that is higher than 10% of all other data in the sample when ranked from low to high.

  • 25th Percentile (25th %ile) - That data point that is higher than 25% of all other data in the sample when ranked from low to high. Also known as the first quartile.

  • 75th Percentile (75th %ile) - That data point that is higher than 75% of all other data in the sample when ranked from low to high. Also known as the third quartile.

  • 90th Percentile (90th %ile) - That data point that is higher than 90% of all other data in the sample when ranked from low to high.

  • Compa-ratio - The percentage representing the ratio of base pay to the midpoint of the pay range reported. The computation uses only data for incumbents for which base pay and complete pay range information are reported.

  • Mean - The sum of all data reported divided by the number of observations in the sample. Also called the average.

  • Median - That data point that is higher than 50% of all other data in the sample when ranked from low to high. Also known as the 50th percentile.

  • Number of Observations (Num Obs) - The number of incumbents for which data are reported for the variable.

  • Number of Organizations (Num Orgs) - The number of organizations reporting data for the variable. Note that each variable, such as base pay or incentive amount, is analyzed individually using the data reported for that variable only. The organization and observation counts that are listed provide you with information on the number of observations used in the calculations for each variable. If an organization could not provide a piece of data for a position, this organization’s information would not be included in the calculations requiring that data. Therefore, the organization/observation counts may differ by variable.

  • Organization Weighted Mean - Statistics calculated using the mean variable for each organization (i.e., sum of variables for all incumbents for the organization divided by the number of incumbents).

Variables

 

  • Annual Base Pay - Base pay statistics calculated using individual rates reported for each incumbent across all organizations.

  • Annual Base Pay - Incentive Eligible - Base pay statistics calculated using incumbents who are eligible for a short-term incentive. Note:  Since short-term incentive eligibility is captured at the incumbent level, in some instances incumbents within the same position and organization may be eligible for an incentive while others may not, which may be reflected in the organization counts.

  • Annual Base Pay - Not Incentive Eligible - Base pay statistics calculated using incumbents who are not eligible for a short-term incentive. Note:  Since short-term incentive eligibility is captured at the incumbent level, in some instances incumbents within the same position and organization may be eligible for an incentive while others may not, which may be reflected in the organization counts.

  • Annual Pay Range - The minimum, midpoint, and maximum reported for the incumbents in the position by organizations with a formal pay structure for the position.

  • Annual Short-term Incentive - Receiving - Actual cash incentive statistics calculated using those incumbents who earned a short-term incentive payment.

  • Annual Total Cash Compensation - Annual base pay plus short-term incentive for all incumbents. Incumbents who are not eligible for an incentive and incentive eligible incumbents who did not receive a payout are included.

  • Annual Total Cash Compensation - Receiving - Annual base pay plus short-term incentive statistics calculated using those incumbents who earned a short-term incentive payment.

  • Annualized Pay - Base pay statistics calculated using individual rates reported for each incumbent across all organizations and multiplying hourly rates by 2,080 hours, representing a full year’s pay.

  • Annualized Total Cash Compensation - Annualized base pay plus short-term incentive for all incumbents. Incumbents who are not eligible for an incentive and incentive eligible incumbents who did not receive a payout are included.

  • Annualized Total Cash Compensation - Receiving - Annualized base pay plus short-term incentive statistics calculated using those incumbents who earned a short-term incentive payment.

  • Annualized Total Direct Compensation - Annualized base pay plus short-term and long-term incentives for all incumbents. Incumbents who are not eligible for an incentive and incentive eligible incumbents who did not receive a payout are included.

  • Annualized Total Direct Compensation - Receiving - Annualized base pay plus short-term and long-term incentives statistics calculated using those incumbents who earned a long-term incentive.

  • Average Scheduled Hours Analysis - Statistics calculated using the average number of scheduled hours per week per incumbent matched.

  • FLSA Status - The percentage of organizations indicating the position’s classification based on the Fair Labor Standards Act.

  • Hourly Base Pay - Base pay statistics calculated using individual rates reported for each incumbent across all organizations.

  • Hourly Base Pay - Incentive Eligible - Base pay statistics calculated using incumbents who are eligible for a short-term incentive. Note:  Since short-term incentive eligibility is captured at the incumbent level, in some instances incumbents within the same position and organization may be eligible for an incentive while others may not, which may be reflected in the organization counts.

  • Hourly Base Pay - Not Incentive Eligible - Base pay statistics calculated using incumbents who are not eligible for a short-term incentive. Note:  Since short-term incentive eligibility is captured at the incumbent level, in some instances incumbents within the same position and organization may be eligible for an incentive while others may not, which may be reflected in the organization counts.

  • Long-term Incentive: Mean Actual as Percent of Annualized Pay - The long-term incentive received divided by the annual base pay.

  • Long-term Incentive: Target Percent - The target long-term incentive percent based on the design elements of the incentive plan.

  • Hourly Pay Range - The minimum, midpoint, and maximum reported for the incumbents in the position by organizations with a formal pay structure for the position.

  • Long-term Incentive Grant Awarded - The percent of incumbents in the position who are eligible for a long-term incentive and received an award.

  • Percent Eligible for Long-term Incentive - The percent of incumbents in the position eligible for a long-term incentive.

  • Percent Eligible for Short-term Incentive - The percent of incumbents in the position eligible for a short-term cash incentive.

  • Short-term Incentive:  Mean Actual as Percent of Annualized Pay - The incentive received divided by the annualized base pay.

  • Short-term Incentive:  Mean Actual as Percent of Base Pay - The incentive received divided by the annual base pay.

  • Short-term Incentive: Maximum Percent - The maximum annual cash incentive for the position as a percentage of base pay.

  • Short-term Incentive: Target Percent - The target incentive percent based on the design elements of the incentive plan.

  • Short-term Incentive: Threshold Percent - The minimum incentive payout based on minimum performance requirements as a percent of base pay.

  • Union Status - The percent of incumbents in the position that are in a labor union.

Long-Term Incentives Definitions

  • Stock/Share Options – Stock/Share Options allow for the purchase of stock at a fixed price over a specified period. The exercise price is typically equal to the market price on the date of grant, but may be less than (with discount) or greater than (with premium) the market price on the date of grant.

  • Share Appreciation Rights (SARs) – Share Appreciation Rights provide an incumbent with the appreciation in market value of the share. They may be paid out in cash, stock, or a combination of cash and stock. No investment on the part of the incumbent is required. Share Appreciation Rights include Phantom Appreciation Shares. Phantom Appreciation Shares are an award denominated in hypothetical shares, the value of which is based on an increase in actual share value or another measure of organization value (e.g., book value).

  • Restricted Shares/Share Units – Conditional grants of notional, actual or phantom shares of stock with vesting contingent upon employment for a specified period of time. The value of each share depends upon the market value of the share at the end of the vesting period.

  • Performance Shares/Share Units - Conditional grant of notional or actual shares, with payment or vesting contingent upon achievement of specified performance goals over a multi-year performance period. While the number of Performance Shares/Share Units earned depends on the extent to which the performance goals are achieved, the value of each Performance Share/Share Unit depends upon the market value of the share at the end of the performance period.

  • Performance Cash Units – Conditional grant denominated in units other than notional or actual shares, with payment contingent upon achievement of specified performance goals over a multi-year performance period. Performance Cash Units are cash-denominated and not tied to the price of a share of stock. Although units are usually cash-denominated, their value may also be based on other constructs, such as dividends or EPS (Earnings Per Share). Where the value of each unit is equal to 1.00, the incentive type is also known as “Long-term Cash.”

  • Long-term Cash – A pre-determined cash amount paid out contingent upon achievement of specified performance goals over a multi-year performance period (performance based vesting) or upon employment for a specified period of time (service based vesting).
     

For a complete list of position titles, codes, descriptions, or to participate in or purchase the complete survey, please visit imercer.com