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<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Terri,<o:p></o:p></p>
<p class="MsoNormal">North Dakota’s broad compensation philosophy statement defines compensation as base salary and related fringe benefits:
<o:p></o:p></p>
<p class="MsoNormal"><a href="https://www.legis.nd.gov/cencode/t54c44-3.pdf#nameddest=54-44p3-01p2">https://www.legis.nd.gov/cencode/t54c44-3.pdf#nameddest=54-44p3-01p2</a><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">In practice we have found it challenging to find and apply good measures of “total rewards.” Also, the responsibility for benefits planning and administration is in an agency (NDPERS) totally separate from the HR function, so goal alignment
adds to the challenge, even though we do work pretty well together.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">For analysis we rely largely on the annual NCASG Benefits Survey and on occasional ad hoc surveys of nearby states. Our analysis tends to focus more on cost comparisons than on value.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><span style="font-size:13.0pt;font-family:"Arial",sans-serif;color:#00A0DD">Lynn Hart,
</span><span style="font-size:10.0pt;font-family:"Arial",sans-serif;color:#00A0DD">SPHR, SHRM-SCP, CCP, CEBS</span><span style="font-size:13.0pt;font-family:"Arial",sans-serif;color:#00A0DD"><o:p></o:p></span></p>
<p class="MsoNormal"><i><span style="font-size:10.0pt;font-family:"Arial",sans-serif">Compensation Manager<o:p></o:p></span></i></p>
<p class="MsoNormal"><i><span style="font-size:10.0pt;font-family:"Arial",sans-serif"><o:p> </o:p></span></i></p>
<p class="MsoNormal"><span style="font-size:10.0pt;font-family:"Arial",sans-serif">701.328.4739
<span style="color:#D34727">•</span><span style="color:black"> </span><u><span style="color:blue"><a href="mailto:lyhart@nd.gov"><span style="color:blue">lyhart@nd.gov</span></a></span></u><span style="color:black">
</span> <span style="color:#D34727">•</span><span style="color:black"> </span>
<u><span style="color:blue"><a href="http://www.nd.gov/omb"><span style="color:blue">www.nd.gov/omb</span></a>
</span></u><o:p></o:p></span></p>
<p class="MsoNormal"><i><span style="font-size:10.0pt;font-family:"Arial",sans-serif"><o:p> </o:p></span></i></p>
<p class="MsoNormal"><span style="font-size:10.0pt;font-family:"Arial",sans-serif"><img border="0" width="277" height="72" style="width:2.8819in;height:.75in" id="Picture_x0020_1" src="cid:image001.png@01D72D27.8210EA00"><o:p></o:p></span></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<div>
<div style="border:none;border-top:solid #E1E1E1 1.0pt;padding:3.0pt 0in 0in 0in">
<p class="MsoNormal"><b>From:</b> Parker, Terri (OFM) <terri.parker@ofm.wa.gov> <br>
<b>Sent:</b> Thursday, April 1, 2021 6:51 PM<br>
<b>To:</b> NCASG (dhr_ncasg_survey_list@admws.idaho.gov) <dhr_ncasg_survey_list@admws.idaho.gov><br>
<b>Subject:</b> [NCASG] Total Comp Methods - Please Respond by 4/15/2021<o:p></o:p></p>
</div>
</div>
<p class="MsoNormal"><o:p> </o:p></p>
<div style="mso-element:para-border-div;border:solid black 1.0pt;padding:0in 0in 0in 0in;background:yellow">
<p align="center" style="text-align:center;background:yellow;border:none;padding:0in">
<strong><span style="font-family:"Calibri",sans-serif;color:black;background:yellow">***** CAUTION:</span></strong><span style="color:black;background:yellow"> This email originated from an outside source. Do not click links or open attachments unless you know
they are safe. *****</span><o:p></o:p></p>
</div>
<div>
<p class="MsoNormal">Hi all,<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">In 2020, Washington implemented a total comp methodology that considered the employee’s value of health care and retirement benefits as opposed to a comparison of employer/employee premium costs. An explanation of those methodologies can
be found <a href="https://gcc02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fofm.wa.gov%2Fsites%2Fdefault%2Ffiles%2Fpublic%2Fshr%2FCompensationAndJobClasses%2FSalary%2520Surveys%2F2020TCS%2F2020_Jan272020WSECR_MethdOvrwWeb.pdf&data=04%7C01%7Clyhart%40nd.gov%7C20081fb4a64d4385ddbe08d8f568f3ee%7C2dea0464da514a88bae2b3db94bc0c54%7C0%7C1%7C637529178429032533%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=Qun%2Bp39VoyvuOLIdfaFvhRnAScKN5Eydhv8WZ2VPlbs%3D&reserved=0">
here</a>. As we prepare for the 2022 survey cycle, we’d like to know what other states are doing. To that end, we would greatly appreciate your response to the following by
<b>April 15</b>. Thank you!<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Do you have a total rewards definition? If yes, please provide.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Do you have a total rewards compensation philosophy? If yes, please provide.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">If you conduct compensation surveys, do you include health care and retirement benefits?
<o:p></o:p></p>
<p class="MsoListParagraph" style="text-indent:-.25in;mso-list:l4 level1 lfo2"><![if !supportLists]><span style="font-family:Symbol"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]>If no, do you conduct a separate benefits survey(s)?<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">If you survey health care benefits:<o:p></o:p></p>
<ul style="margin-top:0in" type="disc">
<li class="MsoListParagraph" style="margin-left:0in;mso-list:l1 level1 lfo5">Do you collect health benefit premium rates?
<o:p></o:p></li><li class="MsoListParagraph" style="margin-left:0in;mso-list:l1 level1 lfo5">Do you collect the Affordable Care Act (ACA) actuarial value “metal” categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used.<o:p></o:p></li><li class="MsoListParagraph" style="margin-left:0in;mso-list:l1 level1 lfo5">Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates.<o:p></o:p></li></ul>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">If you survey retirement benefits:<o:p></o:p></p>
<ul style="margin-top:0in" type="disc">
<li class="MsoListParagraph" style="margin-left:0in;mso-list:l3 level1 lfo8">Do you survey employer contribution amounts for defined benefit and defined contribution plans?
<o:p></o:p></li><li class="MsoListParagraph" style="margin-left:0in;mso-list:l3 level1 lfo8">Do you calculate the value of defined benefit plans? If yes, please describe your methodology.<o:p></o:p></li></ul>
<p class="MsoNormal" style="margin-left:.5in"><o:p> </o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><b><span style="color:#1F4E79">Terri Parker </span></b><i><span style="color:#1F497D">(she/her/hers)<o:p></o:p></span></i></p>
<p class="MsoNormal"><span style="color:#1F4E79">Compensation Policy & Planning Analyst<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F4E79">OFM/ State Human Resources<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:#1F497D">Cell 360-515-6299<o:p></o:p></span></p>
<p class="MsoNormal"><a href="mailto:terri.parker@ofm.wa.gov">terri.parker@ofm.wa.gov</a><span style="color:#1F497D"> |
</span><a href="mailto:labor.relations@ofm.wa.gov">labor.relations@ofm.wa.gov</a><span style="color:#1F497D">
<o:p></o:p></span></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
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