Survey Forms Online at:https://www.employerscouncil.org/solution/compensation-strategy-and-hr-data/Survey-Questionnaires

2018 Benchmark Compensation Survey for AZ, CO, UT, & WY Employers(Executive and Information Technology positions included)

Return by:

Tuesday, February 20, 2018(There will be NO deadline

extension due to tight timelines with publishing the survey

results.)See Directions for reporting salary data.

UNDERSTANDING OF CONFIDENTIALITYThis survey questionnaire should be completed with the understanding that: Organization identity and compensation or benefit information will remain confidential for non-

governmental organizations and will not be released without advanced approval by the organization.

The contents and the resulting survey report will not be used in collective bargaining sessions or in grievance proceedings by either Employers Council or the organization.

The resulting survey will be used solely to assist in guiding the effective management of compensation or benefit programs.

Please make a photocopy of

your completed

1799 Pennsylvania Street ■ P.O. Box 539Denver, Colorado 80201-0539800.884.1328 ■ 303 861 0135 (fax)surveys@employerscouncil.org

Please Keep This Sheet Attached to the QuestionnaireIndicate any changes to name and address below.

Download your data from your HRIS system. If you have access to your salary data in your payroll or HRIS system, you

can download your data and submit an Excel spreadsheet instead of entering the data into the online survey or manually complete the rate sheet.

Did you participate in the 2017 Employers Council Benchmark Compensation Survey? If yes … You do not need to review all the job descriptions. Look for those positions

that have had job description changes. You can find these positions quickly by referring to the Table of Contents page of the Job Description Booklet and look for “Changes for 2018 in this classification”.

If you would like your data from last year’s survey to assist you with matching positions in the 2018 survey, please contact surveys@employerscouncil.org.

Looking for specific jobs? Refer to the Job Description Booklet Index. There is an Index of all surveyed positions in the back of the Job Description

Booklet to assist you in matching jobs in your organization to positions in the survey. The Index by Job Code is on pages 77-82; the Alphabetical Index is on pages 83-88.

Focus on Job Families that relate to your industry. For example, if you DO NOT have manufacturing positions, skip the

Production/Production Control Classification.

How do I know if my job is a good match to the survey job description? Do not merely match job titles. It is the content of the job that determines a

good match. Report only employees who spend 70% or more of their time in the

described function. Note jobs with several levels. Read all descriptions before determining a

match. For Full-Time employees, report FULL-TIME AND FULL-TIME equivalent data.

For Part-Time employees, report hourly dollar amount or an annual rate reflecting a 40 hour work week.

Look for key words within a job description (i.e., responsible for, requires, exclude, etc.).

I can’t find a good job description in the questionnaire for an employee. Do not try to force match every employee into the survey. It is not

necessary that you report all of your employees, nor is it necessary that you report for every job in the survey.

No time to make job matches? Need help? Contact the Employers Council Surveys Department at

surveys@employerscouncil.org. We are available to consult with you on how to match jobs in the Benchmark Compensation Survey.

Helpful Tips to Assist in Questionnaire Completion

Please return byTuesday, February 20,

2018

There will be NO deadline extension due to

tight timelines with publishing the survey

results.

Please contact the Employers Council Surveys Department if you have any

questions on completing this questionnaire at

800.884.1328 or surveys@employerscouncil.

org.

Thank you in advance for

January 2018

Dear Survey Participant:Employers Council is currently conducting the annual Benchmark Compensation Survey for Arizona, Colorado, Utah, and Wyoming employers. Enclosed you will find the general information and compensation practice questions, rate sheet for compensation data, and a job description booklet containing the positions being surveyed for 2018.As a member of Employers Council’s business community, whether you are a small, medium, or large employer, by contributing your wage data you have a unique opportunity to help determine the market rate for jobs in Arizona, Colorado, Utah, and Wyoming. Your participation will help us ensure this survey remains the most dependable, timely, and comprehensive compensation tool available to Employers Council members. Maximum participation is critical so that we can provide accurate information on area pay practices to help your company stay competitive.How do you want to participate …online, electronic spreadsheet, or manually? It is your choice - refer to the Directions page for more details. If reporting for multiple locations, be sure to identify the geographic location of each employee on the rate sheet. Review the Helpful Tips to Assist in Questionnaire Completion on the previous page.Changes in this year’s Benchmark Compensation Survey. We have added a Retail Store Assistant Manager (16848) in the Sales/Marketing/Editorial

job family. In the Information Technology section, we have added a Data Analyst (48400) in the Analyst/Architect job family; Scrum Master (48300) in Project Management, and Search Engine Optimization Analyst (48410) in Web Based Operations.

We have made slight modifications to the Call Center job descriptions in the Sales/Marketing/Editorial job family. In addition, we have a job title and description change to 16819: General Supervisor/Manager – Production/Processing Functions in the Production/Production Control job family.

No later than February 20, 2018, please complete the enclosed survey questionnaire and return it to Employers Council via email – surveys@employerscouncil.org, mail, or fax at 303.861.0135. If you prefer to complete the survey questionnaire electronically using the Excel Collection Sheet, you can download the spreadsheet at https://www.employerscouncil.org/solution/compensation-strategy-and-hr-data/Survey-Questionnaires and follow the instructions. You may also complete the online questionnaire using the webpage link sent to you in a separate email.We appreciate your participation in the 2018 Benchmark Compensation Survey for Arizona, Colorado, Utah, and Wyoming employers. FREE CUSTOM SURVEY ANALYSIS (CSA): Exclusively available to Employers Council member participants who submit their questionnaire on or before the February 20, 2018 deadline. Utah Grandfathered members must also purchase the survey in addition to submitting a questionnaire by the deadline to be eligible for the free CSA.Please contact the Employers Council Surveys Department if you have any questions on completing this questionnaire at 800.884.1328 or surveys@employerscouncil.org. Thank you in advance for your support and willingness to participate. Your participation does matter!Sincerely,Employers Council Surveys Department

Sue Wolf Kate McPherson Natalie AlloJoe Shellhaas Cindy Fransua Nurta MohamedCory Martin Dominique Ordonez Stacey Graham

DIRECTIONS AND DEFINITIONSPlease familiarize yourself with all instructions before filling out the questionnaire.

No organization’s structure or job descriptions will match exactly the jobs outlined in this survey. It is critical that participating organizations match their jobs as closely as possible. Our objective is to provide survey results that accurately reflect competitive pay levels for jobs involving work of a similar nature and performed at a similar skill level.

Use Data Closest to, But Not Later than January 1, 2018.If rates will change within next 30 days, please report new rates.

Submitting Survey DataYou have 4 options – 1) Complete the online questionnaire and upload your spreadsheet of compensation data into the online questionnaire. 2) Enter your data on the rate sheet included in this packet and complete the general information questions. 3) Go to https://www.employerscouncil.org/solution/compensation-strategy-and-hr-data/survey-questionnaires. You can then download questionnaire documents to your computer. 4) If you have access to your salary data in your payroll or HRIS system, download your data and submit a spreadsheet and complete the general information questions.

Reporting Locations: Arizona, Colorado, Utah, and WyomingArizona:

Metro Phoenix (Maricopa County)Tucson (Pima County)Flagstaff (Coconino County)Other Arizona (Includes other counties not listed)

Colorado: Denver/Boulder (Adams, Arapahoe, Boulder, Broomfield, Denver, Douglas, Jefferson, and Gilpin Counties)Northern Colorado (Larimer, Logan, Morgan, and Weld Counties)Colorado Springs (El Paso, Elbert, and Teller Counties)Pueblo (Alamosa, Conejos, Costilla, Custer, Fremont, Huerfano, Las Animas, Mineral, Otero, Pueblo, Rio Grande, and Saguache Counties)Western Slope (Archuleta, Delta, Dolores, Hinsdale, La Plata, Mesa, Moffat, Montezuma, Montrose, Ouray, San Juan, San Miguel, Rio Blanco, and Western Garfield Counties)Resort (Chaffee, Clear Creek, Eagle, Eastern Garfield, Grand, Gunnison, Jackson, Lake, Park, Pitkin, Routt, and Summit Counties)

Utah:Wasatch North: (Box Elder, Cache, Davis, Morgan, Rich, and Weber Counties)Wasatch South: (Salt Lake and Tooele Counties)Mountainland: (Daggett, Duchesne, Summit, Uintah, Utah, and Wasatch Counties)Central-Southern: (Beaver, Carbon, Emery, Garfield, Grand, Iron, Juab, Kane, Millard, Piute, San Juan, Sanpete, Sevier, Washington, and Wayne Counties)

Wyoming:Casper: (Natrona County)Cheyenne: (Laramie County)Other Wyoming: (Includes other counties not listed)

If reporting for multiple locations, be sure to identify the geographic location of each employee on the rate sheet.

Photocopy Questionnaire(s)Please photocopy your completed questionnaire(s) for your records.

Review Job Descriptions

Do not merely match job titles. It is the content of the job that determines a good match.

Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers 2018

Note Jobs With Several LevelsPlease read all descriptions before determining a match.

Report Only Employees Who Spend 70% Or More Of Their Time In The Described Function

Do Not Report The Same Employee In More Than One JobDo not match an incumbent in both the traditional job description and the matrix.

Do Not Try To Force Match Every EmployeeIt is not necessary that you report all of your employees, nor is it necessary that you report for every job in the survey.

Report FULL-TIME, FULL-TIME EQUIVALENT and PART-TIME EmployeesFor Part-Time employees working fewer than 35 hours per week, if not Full-Time equivalent, report hourly dollar amount or an annual rate reflecting a 40 hour work week.

Job TitlePlease provide your organization’s job title in the space provided by each job. This helps us in working with job matches and assists you in completing future surveys.

Exemption StatusIndicate if the incumbent is exempt under Federal Wage-Hour Law.

Actual RatesReport the number of employees receiving each actual rate. Do not report averages.

Annual Bonus/IncentiveIf the incumbent is eligible for additional compensation (bonuses/ incentives) as a percentage of base salary or lump-sum payment, provide the annual cash incentive for the last fiscal/calendar year.

Target Bonus/Incentive %Indicate if the incumbent is eligible for additional compensation in the form of a bonus/incentive payment. The percent should reflect targeted figures and not just earned income.

Established Rate RangeFormally established limits of pay for a given job. Exclude step progressions (wage increases granted at fixed intervals based solely on length of service).Minimum - The lowest rate that can be paid to an entry-level employee who is qualified to perform the minimum requirements of the job.Maximum - The highest rate an employee can obtain in the job.

For IT positions, you may want to consult your IT Director.

Exclude: shift premiums; overtime premiums; lead

differentials rates for unique situations, such as demotion or

accommodation, where an incumbent is paid more/less than you would normally pay for the position

temporary and seasonal employees Include:

additional compensation granted in equal amounts to all employees in a job (e.g., cost-of-living accumulations)

established rate range even if the position is vacant(continued on reverse side)

Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers 2018

DIRECTIONS AND DEFINITIONS (continued)

All Employees: Total of non-exempt and exempt turnover; non-exempt + exempt = total all employees.

Average Number of Employees: The average workforce during 2017; refers to full-time, “regular” employees.

Total Number of Separations

Separations Include:- employee initiated resignations- organization initiated terminations- transfers within your organization but to a different

location- permanent reduction in force

Separations Exclude:- temporary employees

retirements and deaths- part-time employees (employees working less than

35 hours per week)- employees on an approved leave of absence- employees on temporary or indefinite layoff except

those who were actually terminated during a layoff in 2017

Employee Initiated Separations:- Include data for employee initiated resignations

only. Organization Initiated Separations:

- Include data for organization initiated terminations.

Each employee matched in a management position must match the job description and supervise the level of subordinates indicated.

A supervisor must supervise at least one employee to be reported.

Do not report lead persons in management positions.

Exclude: Lead Workers and Working Foremen not exempt from

overtime provision of Federal Wage-Hour Act. First-Line Supervisor:

Responsible for the production or services of the department or area and directs the work of non-exempt and/or non-supervisory exempt employees

Authorizes work procedures and assigns duties Hires, fires, promotes, demotes, transfers, disciplines,

and grants raises or effectively recommends such action

Exempt or can qualify for exemption from overtime provisions of Federal Wage-Hour Act

Second-Line Manager: Meets the same requirements as above except directs

the work of first-line supervisors and/or possibly a few non-exempt and/or non-supervisory exempt

employees or exempt supervisors. This may be considered a Director level.

Functional Manager: This manager manages a function, not people. May

have administrative support but no functional employees.

Functional Employees: Performs work related to the function. For example a

HR Assistant or Payroll Clerk are functional employees for HR and accounting respectively

Lead Person: Performs work tasks at proficient level Plans, schedules and delegates work to others Verifies and/or inspects work of others Trains and guides less experienced employees May not make formal decisions concerning hiring,

firing, promotions, raises, transfers, demotions or disciplinary action

Journey Level: Fully qualified to perform the work tasks. The level of

skill is above that of an apprentice/junior/entry level and below that of a senior/master level. Typically referred to as an intermediate level.

Any questions about a job match or filling out this questionnaire should be directed to the Employers Council Surveys Department at 800.884.1328 or surveys@employerscouncil.org.

Please return your completed questionnaire no later than Tuesday, February 20, 2018. There will be NO deadline extension due to tight timelines with publishing the survey results.

SUPERVISOR / MANAGER LEVEL DEFINITIONS

TURNOVER DEFINITIONS

GENERAL INFORMATION QUESTIONNAIRE1.00

Full Organization Name:      

Name of Person Completing Questionnaire:      

Street Address and Zip Code (if different than on cover):      

Phone Number:       FAX Number:       E-Mail:       2.00 Location and Employment Size. Report the total number of regularly scheduled (full-time / part-time)

employees currently on your local payroll) in the following geographic areas:

Arizona Enter #of Empls Colorado Enter #

of Empls UtahEnter #

of Empls

Wyoming Enter #of Empls

Metro Phoenix       Denver/Boulder       Wasatch North       Casper      

Tucson       Northern Colorado       Wasatch South       Cheyenne      

Flagstaff       Colorado Springs       Mountainland       Other Wyoming      

Other Arizona       Pueblo       Central-Southern      

Western Slope       Resort Areas      

Arizona:Metro Phoenix: Includes all of Maricopa CountyTucson: Includes Pima CountyFlagstaff: Includes Coconino CountyOther Arizona: Includes other counties not listed

Colorado:Denver/Boulder: Includes the counties of Adams, Arapahoe, Boulder, Broomfield, Denver, Douglas, Jefferson, and Gilpin Northern Colorado: Includes the counties of Larimer, Logan, Morgan, and WeldColorado Springs: Includes the counties of El Paso, Elbert, and TellerPueblo: Includes the counties of Alamosa, Conejos, Costilla, Custer, Fremont, Huerfano, Las Animas, Mineral, Otero, Pueblo, Rio Grande, and SaguacheWestern Slope: Includes the counties of Archuleta, Delta, Dolores, Hinsdale, La Plata, Mesa, Moffat, Montezuma, Montrose, Ouray, San Juan, San Miguel, Rio Blanco, and Western Garfield Resort Areas: Includes the counties of Chaffee, Clear Creek, Eagle, Eastern Garfield, Grand, Gunnison, Jackson, Lake, Park, Pitkin, Routt, and Summit

UtahWasatch North: Includes the counties of Box Elder, Cache, Davis, Morgan, Rich, and WeberWasatch South: Includes the counties of Salt Lake and TooeleMountainland: Includes the counties of Daggett, Duchesne, Summit, Uintah, Utah, and WasatchCentral-Southern: Includes the counties of Beaver, Carbon, Emery, Garfield, Grand, Iron, Juab, Kane, Millard, Piute, San Juan, Sanpete, Sevier, Washington, and Wayne

Wyoming:Casper: Includes Natrona CountyCheyenne: Includes Laramie CountyOther Wyoming: Includes other counties not listed

GENERAL INFORMATION (continued)3.00 Total number of employees in the Information Technology Department:      

4.00 Do you contract out any IT positions? Yes (% of IT outsourced       %) No

5.00 Type of Organizational Unit (check one):

1.0 Corporate: Headquarters of organization with one or more divisions or subsidiaries OR a Single Unit Organization with no divisions or subsidiary operations.

2.0 Division or Subsidiary: Corporate entity wholly-owned by parent organization OR a major profit center operating unit of divisional organization.

3.0 Government/Public Sector

6.00 Are any of your employees represented by a labor organization?

1.0 No 3.0 Production/Maintenance Only 2.0 Office-Clerical Only 4.0 Office-Clerical and Production/Maintenance

7.00/8.00 Sales/Revenue or Operating Budget Group – Please check the appropriate box for Local and National.

LOCAL (7.00) NATIONAL (8.00)1.0 Less than $5 Million2.0 $5 - $9.9 Million3.0 $10 - $14.9 Million4.0 $15 - $24.9 Million5.0 $25 - $49.9 Million6.0 $50 - $99.9 Million7.0 $100 - $249.9 Million8.0 $250 - $499.9 Million9.0 $500 Million or More10.0 Not Available

9.00 Ownership:

1.0 For Profit – Privately held2.0 For Profit – Publicly-traded3.0 Not-for-Profit4.0 Government/Public Sector

GENERAL INFORMATION (continued)10.00 What is the total average percentage increase received during 2017 and received or is projected to receive for

2018 for each of the following categories? Do not include structure increases in pay increase percentages. (Exclude promotions.)

PAYInclude merit, general, longevity,

Cost-of-living, etc. for the “average” employee

PAY STRUCTUREPay Range Adjustment

Category 2017 2018 2017 2018Production-Maintenance &Material Handling (non-exempt)

      %       %       %       %

Office-Clerical & Technical(non-exempt)       %       %       %       %

Salaried Exempt       %       %       %       %

Top Management Executives       %       %       %       %

Comments or explanation: ___________________________________________________________________________

11.00 2019 COMPENSATION FORECASTS: What is the total percentage increase in base pay (including merit, general, longevity, cost-of-living) the “average” or “typical” employee will receive in 2019? (Exclude promotions.)

PAYInclude merit, general, longevity,

Cost-of-living, etc. for the “average” employee

PAY STRUCTUREPay Range Adjustment

Category 2019 2019Production-Maintenance &Material Handling (non-exempt)

      %       %

Office-Clerical & Technical(non-exempt)       %       %

Salaried Exempt       %       %

Top Management Executives       %       %

Comments or explanation: ______________________________________________________________

12.00 The 2019 figures above are (check one):

1.0 Already approved and are firm2.0 Reasonably firm3.0 “Best guess” today

GENERAL INFORMATION (continued)

13.00 At what rate would you currently hire entry-level, inexperienced personnel into the following categories?

Category Full-Time Regular Employee

Typical Entry LevelHiring Rate

Temporary Employee*

Typical Entry LevelHiring Rate

Company Job TitleOffice-Clerical $      / hour $      / hour      

Production (Mfg. Only)

$      / hour $      / hour      

Maintenance $      / hour $      / hour      

Material Handling $      / hour $      / hour      

Comments or explanation:      

*Typically employees that are hired for a specific period, specific projects, or overflow needs. While there is no legal definition of temporary employee, they are hired without implied long term employment commitments. Exclude temporary agency rates.

14.00 Ratio of Full-time Human Resource (HR) Staff to Total Local Operation Employment Size

FORMULA: Ratio of Full-time HR Staff = Total Local Operation Employment Size divided by Number of Full-time HR Staff*

Total Local Operation Employment Size (a)

Number of Full-timeHR Staff (b) *

Ratio of Full-time HR Staffto Total Local Operation Employment Size

(a/b)

                 

* HR staff includes the following functional areas: Administration, Benefits, Compensation, Employee Relations, HRIS, HR Management, Legal, or Staffing.

15.00 Which of the following best represents your HR Service Model?

1.0 All HR services are delivered by the local operation2.0 All HR services are delivered outside the local operation by corporate, regional office, etc.3.0 Shared service (some services may be delivered outside the local operation by corporate, regional office, etc.)4.0 Shared service, with outsourced services (some services may be delivered outside the local operation by corporate, regional office, etc., with some services outsourced)5.0 HR services are completely outsourced6.0 Other (Specify)     

INFORMATION TECHNOLOGYGENERAL INFORMATION

If you employ information technology personnel, please complete the following questions:

1.00 IT Department Turnover Percentage for 2017

Total Number of IT Employee Separations

During 2017 (a)

Average Number of IT Employees

During 2017 (b)

IT Separation Rate (%) for 2017 (a/b x 100)

Average Tenureof Separations

(months)

Employee Initiated *                   %      

Organization Initiated *                   %      

Total IT Employees                   %      

* See Turnover Definitions in Directions and Definitions pages.

2.00 What is the average length of time to fill IT positions (from posting to start date):

Management IT       days Non-management IT       days

3.00 What is the amount paid for a successful referral in your organization’s referral program for:

Management IT $      

Non-management IT $      

All Other Non-IT Employees $      

4.00 How long must the referred employee stay with the organization before the total reward is granted?       days

5.00 Do you pay a competency premium to IT employees (i.e. employees who have received additional certification not required in the position)? Yes No

6.00 Do you use signing bonuses as a recruiting tool for IT? Yes (Average signing bonus $       ) No

7.00 Do you pay a premium for any job skills such as Oracle, Unix, ERP, Java, .Net, etc? Yes No

8.00 / 9.00 Ratio of Information Technology Employees to Total Employees

Number of IT Employees

Number of IT Technical Support (Help Desk)

PersonnelNumber of Users

Ratio of IT Technical Support (Help Desk)

Personnel to Users (8.00)

Ratio of IT Employees to Users

(9.00)

                             

SEPARATION RATE FORMULA … a/b X 100 = Separation Rate (%)For example: 7 IT employees separated during 2017

X 100 = 11.11% rounded to the nearest tenth = 11.1% 63 avg. number of IT employees in 2017

8.00 / FORMULA: Ratio of IT Technical Support (Help Desk) Personnel = Number of Users divided by Number of IT Technical Support (Help Desk) Personnel

9.00 / FORMULA: Ratio of IT Employees = Number of Users divided by Number of IT Employees

Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers 2018

INFORMATION TECHNOLOGYGENERAL INFORMATION (continued)

10.00 What is the total average percentage increase received during 2017 and received or is projected to receive for 2018 for the “average” or “typical” IT employee ? Do not include structure increases in pay increase percentages. (Exclude promotions.)

PAYInclude merit, general, longevity,

Cost-of-living, etc. for the “average” employee

PAY STRUCTUREPay Range Adjustment

Category 2017 2018 2017 2018Information Technology Employees       %       %       %       %

Comments or explanation: ___________________________________________________________________________

11.00 2019 COMPENSATION FORECASTS: What is the total percentage increase in base pay (including merit, general, longevity, cost-of-living) the “average” or “typical” IT employee will receive in 2019? (Exclude promotions.)

PAYInclude merit, general, longevity,

Cost-of-living, etc. for the “average” employee

PAY STRUCTUREPay Range Adjustment

Category 2019 2019Information Technology Employees       %       %

Comments or explanation: ______________________________________________________________

Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers 2018

FUTURE SURVEY INFORMATION

We review all positions in the Benchmark Compensation Survey at the beginning of each survey cycle, deleting those no longer relevant and adding new positions. To keep our compensation surveys up-to-date, we ask for your input. Please list any positions and/or changes you would like to see included in future surveys. Remember, in order for a position to publish, we must have at least three participants reporting data.

Name      

Title      

Organization      

Telephone Number       Email     

Comments/Suggestions:                                   

Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers 2018

2018 SURVEY PURCHASE ORDER FORM: UTAH GRANDFATHERED MEMBERS Surveys results are available in PDF or paper (add $20 for printing/mailing). Please complete the order form to receive the results as soon as they are published.

Yes, as a survey participant, we would like to order the following survey(s) now. We understand we will be billed at the participant rate for member or non-member, as applicable, when the surveys are published and distributed. Send your completed order form to surveys@employerscouncil.org.

Report FormatPDF and/or Paper

(+$20 Mailing/ Printing)

Salary Survey Name MemberParticipant

MemberNon-

participant Non-member Participant

PDF Paper 2018 Utah Benchmark Compensation Survey $345 + tax $495 + tax $850 + tax

PDF Paper 2018 Information Technology Compensation Survey $345 + tax $495 + tax $850 + tax

PDF Paper2018 Utah Benchmark Compensation AND Information Technology Surveys

$475 + tax $725 + tax $1,250 + tax

PDF Paper2018 Utah Benchmark Compensation AND EAA National Wage & Salary Surveys

$475 + tax $725 + tax $1,250 + tax

PDF Paper2018 Information Technology AND EAA National IT & Engineering Surveys

$475 + tax $725 + tax $1,250 + tax

Company Name:             Name or Person Requesting Survey:             Email Address:      

Employers Council Benchmark Compensation Survey for AZ, CO, UT & WY Employers 2018