[NCASG] Total Comp Methods - Please Respond by 4/15/2021

[Parker, Terri (OFM)]

Hi all,

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 here<https://ofm.wa.gov/sites/default/files/public/shr/CompensationAndJobClasses/Salary%20Surveys/2020TCS/2020_Jan272020WSECR_MethdOvrwWeb.pdf>. 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 April 15. Thank you!

Do you have a total rewards definition? If yes, please provide.

Do you have a total rewards compensation philosophy? If yes, please provide.

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.

If you conduct compensation surveys, do you include health care and retirement benefits?

*        If no, do you conduct a separate benefits survey(s)?

If you survey health care benefits:

  *   Do you collect health benefit premium rates?
  *   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.
  *   Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates.

If you survey retirement benefits:

  *   Do you survey employer contribution amounts for defined benefit and defined contribution plans?
  *   Do you calculate the value of defined benefit plans?         If yes, please describe your methodology.


Terri Parker (she/her/hers)
Compensation Policy & Planning Analyst
OFM/ State Human Resources
Cell 360-515-6299
terri.parker at ofm.wa.gov<mailto:terri.parker at ofm.wa.gov> | labor.relations at ofm.wa.gov<mailto:labor.relations at ofm.wa.gov>


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