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1、MarketPricingOrganizationsseektooffermarketbasedpayratesinordertoattractandretaincompetentemployeesTherearetwobasicmethodstorecognizemarketwagerates:PuremarketpricingGuidelinemarketpricingmethod1MarketPricingPureMarketPricingPaySurveyTheorganizationdevelopsbriefnarrativesthatdesc
2、ribejobactivitiesandincumbentrequirements.Theorganizationconductspayratesurveyofotherorganizationshavingemployeeswhoperformsameworkassignmentsinthesamelabormarket.EachpositionassignedpayratebasedonmarketThisistheleastcostlymethod....Itiseasytoexplain..…andjudiciallydefensible.2Ma
3、rketPricingMarketPricingGuidelineMethodTheEvergreenApproachThisapproachpermitstheinfluencesofinternalequitytointeractwithexistingmarketrateswhendeterminingtherateofpayforjobsofanorganization.3MarketPricingMarketPricingGuideLineMethodStepsSTEPONE:EstablishaGuidelineScale(salarystr
4、ucture)withsalaryrangesthatincludesaseriesofsalarygradesandaminimum,mid-point,andmaximumrateofpayforeachusinga5%to10%mid-pointdifferential.4MarketPricingSTEPTWO:DeveloprealisticjobdescriptionsthatincludejobscopedataIdentifybenchmarkjobs(40to60jobs)Example:WAStateuses84jobsasmarke
5、tpricingbenchmarkpositionsinsettingtheclassifiedpaystructure5MarketPricingSTEPTHREE:UsecomprehensivemarketpricingsurveyswhenmatchingbenchmarkjobstoothercomparableemployersjobsDefinenewpayratesandsalarystructurebasedmarketpricing6MarketPricingToolsCollegeandUniversityProfessionalA
6、ssociation(CUPA)surveys.MillimanManagement&ProfessionalSalarySurveySalarydata-on-demandsoftwareproductsincludingCUPA&EconomicResearchInstituteWAEmploymentService/BLSSalarysurveys7WhyFiveSalarySurveyToolsThefivesalarysurveysallowustomarketpricealmostalloftheexemptstaffpositions(14
7、6)andthusdeterminemarketpaylevelsfor80%oftheexemptpositions.TheCUPAHRsurveysallowustoselectregionalandnationalpeer(enrollmentlevel,publicundergraduate)institutionsforindividualjobpricinganddeterminationofcompetitivesalaryrangeforexemptadministrativeandprofessionalpositions.ERI’sS
8、alaryAssessorallowsmarketpricingofexempt
