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<p class="MsoNormal"><span style="color:red">Good morning, Terri. Please see responses below for North Carolina. -Joe<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:red"><o:p> </o:p></span></p>
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<p class="MsoNormal"><b>From:</b> Parker, Terri (OFM) <terri.parker@ofm.wa.gov> <br>
<b>Sent:</b> Thursday, April 1, 2021 7:51 PM<br>
<b>To:</b> NCASG (dhr_ncasg_survey_list@admws.idaho.gov) <dhr_ncasg_survey_list@admws.idaho.gov><br>
<b>Subject:</b> [External] [NCASG] Total Comp Methods - Please Respond by 4/15/2021<o:p></o:p></p>
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<p class="MsoNormal"><o:p> </o:p></p>
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<p class="MsoNormal" style="line-height:12.0pt;background:#FFEB9C"><b><span style="font-size:10.0pt;color:red">CAUTION:</span></b><span style="font-size:10.0pt;color:black"> External email. Do not click links or open attachments unless you verify. Send all
suspicious email as an attachment to <a href="mailto:report.spam@nc.gov"><span style="color:red">Report Spam.</span></a><o:p></o:p></span></p>
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<p class="MsoNormal"><o:p> </o:p></p>
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<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://urldefense.com/v3/__https:/ofm.wa.gov/sites/default/files/public/shr/CompensationAndJobClasses/Salary*20Surveys/2020TCS/2020_Jan272020WSECR_MethdOvrwWeb.pdf__;JQ!!HYmSToo!NO2mM9wif2JuyDPSd7pQS84nXq5sVmNFEouImE2hBRz7fR8xkkKoxct48WWKZM9w$">
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"><span style="color:red">Total compensation is described as follows in our Annual Report: “Total compensation measures an employee’s base salary, benefits, and other perquisites that the employer provides. When comparing compensation with
that of other employers, whether public or private, the focus is often on total compensation rather than just base pay. This report includes comparisons of base pay as well as fringe benefits. It is important for employees to be knowledgeable of the value
of their employment in terms of base pay, benefits and other reward opportunities. Employee benefits are key components of a total compensation package. In addition to salary, a competitive benefits package is a primary attractor in the recruitment of prospective
employees, particularly in hard-to-fill occupations. Benefits are equally critical in the retention of high performing employees. The State communicates this important aspect of employees’ compensation to both current and prospective employees through the
use of a web-based total compensation calculator.”<o:p></o:p></span></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"><span style="color:red">Our Total Compensation Philosophy is under review for potential revision. Our current philosophy statement published in early 2018 states: “The State of North Carolina is committed to attracting and retaining a diverse
workforce of high performing employees with the competencies, skills, knowledge, and dedication needed to consistently meet continually evolving strategic goals. The State’s compensation system should be reflective of occupational trends and best practices.
It should be meaningful and easily understood by employees and managers and administered by Human Resources professionals in a consistent manner.
</span><o:p></o:p></p>
<ul style="margin-top:0in" type="square">
<li class="MsoListParagraph" style="color:red;margin-left:0in;mso-list:l8 level1 lfo9">
Market Responsiveness:<o:p></o:p></li></ul>
<ul style="margin-top:0in" type="square">
<ul style="margin-top:0in" type="circle">
<li class="MsoListParagraph" style="color:red;margin-left:0in;mso-list:l8 level2 lfo9">
Position total compensation competitively with relevant labor markets<o:p></o:p></li><li class="MsoListParagraph" style="color:red;margin-left:0in;mso-list:l8 level2 lfo9">
Recognize that labor market factors differ for specific occupations<o:p></o:p></li></ul>
</ul>
<ul style="margin-top:0in" type="square">
<li class="MsoListParagraph" style="color:red;margin-left:0in;mso-list:l8 level1 lfo9">
Equitable and Affordable Compensation:<o:p></o:p></li></ul>
<ul style="margin-top:0in" type="square">
<ul style="margin-top:0in" type="circle">
<li class="MsoListParagraph" style="color:red;margin-left:0in;mso-list:l8 level2 lfo9">
Align internal pay within occupational groups while avoiding adverse impacts<o:p></o:p></li><li class="MsoListParagraph" style="color:red;margin-left:0in;mso-list:l8 level2 lfo9">
Maintain internal classification structure alignment<o:p></o:p></li><li class="MsoListParagraph" style="color:red;margin-left:0in;mso-list:l8 level2 lfo9">
Maintain fiscal responsibility”<o:p></o:p></li></ul>
</ul>
<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"><span style="color:red">Yes. Below is a sample table created using that data source. Our process for creating this table is:<o:p></o:p></span></p>
<ul style="margin-top:0in" type="square">
<li class="MsoListParagraph" style="color:red;margin-left:0in;mso-list:l0 level1 lfo10">
Use whatever data is most current on the BLS site<span style="color:windowtext">.
</span><o:p></o:p></li><li class="MsoListParagraph" style="color:red;margin-left:0in;mso-add-space:auto;line-height:106%;mso-list:l0 level1 lfo10">
Place the correct percentages (from the second column) directly into the “BLS Percentages of Total Compensation” column of the Table. We report percentages straight from BLS.
<o:p></o:p></li><li class="MsoListParagraph" style="color:red;margin-left:0in;mso-add-space:auto;line-height:106%;mso-list:l0 level1 lfo10">
For the OASI-DI category, we report the “legally required benefits” total.<o:p></o:p></li></ul>
<p class="MsoNormal" style="margin-left:.5in"><img border="0" width="547" height="244" style="width:5.6979in;height:2.5416in" id="Picture_x0020_1" src="cid:image001.png@01D72D2A.82177250"><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:l16 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"><span style="color:red">In addition to using the 2020 NCASG Benefits Survey, North Carolina county governments report on choice of health plan, deductibles and employee and agency cost. We analyze the ten most populous North Carolina counties.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="color:red"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="color:red">We also contracted with Mercer (US), Inc. in 2019-20 to conduct a Total Remuneration Analysis for the State</span><span style="color:red"> to assess market competitiveness across all elements including base pay,
total cash, benefits and total remuneration</span><span style="color:red">. Total Remuneration is calculated using the median benefits for each market comparison group (public sector, private sector/general industry, higher education, and sworn law enforcement).
The most common benefit plan was valued for each comparator in the market. Included in the study were our retirement, medical, dental, vision, life insurance, STD, LTD, and paid leave plans, as well as analysis of the prevalence of other benefits utilized
in the comparison markets.<o:p></o:p></span></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:l12 level1 lfo5">Do you collect health benefit premium rates?
<o:p></o:p></li><li class="MsoListParagraph" style="margin-left:0in;mso-list:l12 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:l12 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:l15 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:l15 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"><o:p> </o:p></p>
<p class="MsoListParagraph" style="vertical-align:baseline"><span style="color:red">RETIREMENT VALUATION:<o:p></o:p></span></p>
<p class="MsoListParagraph" style="margin-left:.75in;text-indent:-.25in;mso-list:l4 level1 lfo15;vertical-align:baseline">
<![if !supportLists]><span style="font-family:Wingdings;color:red"><span style="mso-list:Ignore">§<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">NC: Benefits are projected for seven service profiles (5, 10, 15, 20, 25, 30 and 35 years of service at retirement age) and then converted to an equivalent lump sum at retirement.</span><span style="color:red"><o:p></o:p></span></p>
<p class="MsoListParagraph" style="margin-left:.75in;text-indent:-.25in;mso-list:l4 level1 lfo15;vertical-align:baseline">
<![if !supportLists]><span style="font-family:Wingdings;color:red"><span style="mso-list:Ignore">§<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">NC: An equivalent level percentage of pay (ELPP) is calculated for each profile</span><span style="color:red"><o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:117.35pt;text-indent:-.25in;mso-list:l11 level2 lfo12;vertical-align:baseline">
<![if !supportLists]><span style="font-family:"Arial",sans-serif;color:red"><span style="mso-list:Ignore">‒<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">ELPP is the percentage of annual base pay that is required over an employee</span><span style="font-family:"Mute",serif;color:red">’</span><span style="color:red">s career, when accumulated with interest,
to replicate total retirement benefits</span><span style="color:red"><o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:117.35pt;text-indent:-.25in;mso-list:l11 level2 lfo12;vertical-align:baseline">
<![if !supportLists]><span style="font-family:"Arial",sans-serif;color:red"><span style="mso-list:Ignore">‒<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">Employee deferrals/contributions are netted out of the total ELPP to determine the annualized value of
<u>employer-paid</u> benefits</span><span style="color:red"><o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12;vertical-align:baseline">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">NC: For each benchmark job, the average projected service at retirement is used for all employees within the job to determine the
<u>employer-paid</u> ELPP associated with the closest service profile</span><span style="color:red"><o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12;vertical-align:baseline">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">NC: Employer-paid ELPP is multiplied by average base pay for each benchmark job to compute annualized employer-paid retirement values</span><span style="color:red"><o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12;vertical-align:baseline">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">Market: All employer-paid plans (defined benefit and defined contribution) available to new hires are valued<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12;vertical-align:baseline">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">Market: Consistent with the methodology used for North Carolina, total employer-paid benefits are converted to ELPPs for each organization<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">Market: The market median ELPP for the closest service profile is multiplied by market quartile base pay to compute annualized employer-paid retirement values<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.5in"><span style="color:red"><o:p> </o:p></span></p>
<p class="MsoNormal" style="margin-left:.5in"><span style="color:red">MEDICA: and DENTAL VALUATION:<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">NC: A relative valuation of North Carolina’s benefits is calculated for the most common plan (i.e., the PPO 80/20 Medical Plan and the High Option Silent PPO Dental Plan)<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">NC: The benefit is valued using the coverage replacement method, which represents the cost to the employee of employer provided benefits if s/he left employment and were to purchase coverage to duplicate
the benefits in the marketplace<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:1.25in;text-indent:-.25in;mso-list:l11 level2 lfo12">
<![if !supportLists]><span style="font-family:"Arial",sans-serif;color:red"><span style="mso-list:Ignore">‒<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">This approach removes the influence of claims utilization and vendor fee negotiations from the cost of providing coverage<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">Market: A relative valuation of each organization’s medical (active and retiree) and dental benefits is calculated for the most common plan<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">Market: The benefit is valued using the same coverage replacement method as above<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.75in;text-indent:-.25in;mso-list:l11 level1 lfo12">
<![if !supportLists]><span style="color:red"><span style="mso-list:Ignore">•<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="color:red">Market: The median benefit is added to market quartile total cash compensation<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-left:.25in"><span style="color:red"><o:p> </o:p></span></p>
<p class="MsoNormal" style="margin-left:49.7pt;vertical-align:baseline"><span style="color:red">LIFE AND DISABILITY VALUATION:<o:p></o:p></span></p>
<ul style="margin-top:0in" type="disc">
<li class="MsoNormal" style="color:red;margin-left:.25in;mso-list:l14 level1 lfo19;vertical-align:baseline">
Employer-paid premiums are estimated using standardized rates and the average base pay for each benchmark role<o:p></o:p></li><li class="MsoNormal" style="color:red;margin-left:.25in;mso-list:l14 level1 lfo19;vertical-align:baseline">
Annual values are calculated using standardized rates, market median coverage levels, and market quartile base pay levels<o:p></o:p></li></ul>
<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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