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

[Hart, Lynn L.]

Terri,
North Dakota's broad compensation philosophy statement defines compensation as base salary and related fringe benefits:
https://www.legis.nd.gov/cencode/t54c44-3.pdf#nameddest=54-44p3-01p2

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.

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.


Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS
Compensation Manager

701.328.4739    *     lyhart at nd.gov<mailto:lyhart at nd.gov>    *     www.nd.gov/omb<http://www.nd.gov/omb>

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From: Parker, Terri (OFM) <terri.parker at ofm.wa.gov>
Sent: Thursday, April 1, 2021 6:51 PM
To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) <dhr_ncasg_survey_list at admws.idaho.gov>
Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021


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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://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>. 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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