2013 Tribal Compensation Benefits Survey

2013 Tribal Compensation and Benefits Survey

Revised: 9/2012

Don’t miss out. Sign-up today and support Tribal organizations!

ANNOUNCING THE REDW 2013 TRIBAL COMPENSATION & BENEFITS SURVEY

Numerous members of the National Native American Human Resources Association (NNAHRA) have expressed the need for compensation and benefits data that includes tribal gaming and tribal government positions. This data is an important tool to successfully structuring compensation programs within tribal governments and enterprises.

Once again, NNAHRA endorses REDWLLC, as the consultant responsible for developing and updating this survey. More details will be provided in the months to come. Projected due dates and cost for participation are included with this announcement letter.

P A R T I C I P A T I O N

What does “participation” mean? It means that without you a compensation survey cannot happen. Your peers need each and every one of you to participate in the survey by submitting data related to the positions within your tribal organization or gaming enterprise. We have established a process which will make your participation easy and fast. For example, we have user-friendly templates which you will be able to submit electronically via a secure website.

Data will be collected directly from participating tribes/enterprises and compiled only for distribution to those who participate. Participants can be assured that REDW will maintain complete confidentiality of the data. Furthermore, data specific to any Individual tribe or enterprise will never be displayed as part of the survey results.

In addition to submitting data related to your organization, “participation” also means that you will agree to pay the survey fee. This fee will cover the collection of data, preparation of data reports and delivery of data reports.

S U R V E Y C O S T

The cost of the survey has been established to be very attractive and competitive with what many other national associations charge for products similar in scope. Tribal organizations participating in the survey will be invoiced for the cost of the survey according to the following the table:

Survey Cost

Early Bird

Discount

Multi-Org

Discount

Previous ParticipantDiscount

Tribal Casino/Gaming Survey

$2,500 -$500 -$200 -$200

Tribal Government and Board/Council Survey (price based on number of positions when including all government positions as well as any Board or Council positions):

100 or less positions

$1,000 -$200 -$100 -$100

101 - 250 positions

$1,800

-$350 -$150 -$150

250+ positions

$2,500 -$500 -$200 -$200

Early Bird Discount available when organizations submit a signed Confidentiality and User Agreement and pay for the survey by March 29, 2013.

Multi-organization Discount available when both the Tribal Government and Board/Council Survey and the Casino/Gaming Survey are purchased by the same Tribe/Organization. This discount is valid until final participation deadline of April 19, 2013.

Previous Participant Discount for 2013 Survey available to those organizations who participated in the 2012 Survey.

Revised: 9/2012

The only thing missing is You!

B E N E F I T S O F P A R T I C I P A T I N G

It is critical for tribal employers to have access to current and accurate compensation information within their geographic area so they can attract and retain quality employees, as well as make informed decisions that ensure fair and competitive compensation levels for current and future staff. The 2013 Tribal Compensation & Benefits Survey will serve as a reliable benchmarking tool to help tribes achieve business objectives and goals.

In addition, the survey will include a comprehensive benefits section providing detailed information and results about actual practices and trends for health and welfare benefits, retirement benefits, stipends and other fringe benefits.

N E X T S T E P S

Be a part of this groundbreaking initiative and support Tribal organizations! As more information about the survey becomes available, we will notify you via email. We anticipate the instructions, forms and templates for the 2013 survey will be available on the REDW website soon. In the meantime, we have put together forms that will help you get started:

Resolution to Release Information – this form may be used by you, the HR professional, to get authorization from your Tribal Council, or appropriate person, to release your organization’s compensation and benefits data for the survey.

Confidentiality and User Agreement – we ask that you please sign this form to ensure that only those who are participating in the survey have access to the survey data and results. This will ensure integrity of the process.

Calendar of Milestones – we expect to update this as we go, but we thought it would be helpful for you

to see the preliminary calendar of events that will take place. This will help you determine your due dates with regard to submitting data and also set your expectations on when the data will be available to you for your use.

Payment – to receive the early bird discounted rate, payment will be due by March 29, 2013 along with a signed Confidentiality and User Agreement (send both to REDW). See fee chart for survey costs.

Sample Invoice – should you need it, we have prepared a sample invoice you can copy (from packet) or download and attach to your check request.

N E E D M O R E I N F O R M A T I O N ?

For information or to indicate your intent to participate, please contact us via email at [email protected]. You can also contact one of the following individuals directly:

Alicia Finley, 505.998.3432 or [email protected]

Lisa Wilcox, 505.998.3296 or [email protected]

Carol Cochran, 505.998.3208 or [email protected]

Revised: 9/2012

CA L E N D A R O F MI L E S T O N E S

S E P T E M B E R 2 0 1 2

25-27 NNAHRA Conference Announcement made during the membership meeting. Postcard available to show intent to participate. Preliminary materials available: User Agreement; Sample

Board Resolution to Release Data; Sample Invoice, Sample Template for Data Submission; and Sample Reports.

27 Drawing for Free Compensation Survey The drawing will be held at the NNAHRA conference for a

free compensation survey!

N O V E M B E R 2 0 1 2

21 Email Reminder A follow-up email will be sent out to the NNAHRA

membership regarding the 2013 compensation survey.

D E C E M B E R 2 0 1 2

31 Files Available by Request The survey forms and instructions will be available. Please

give REDW a call to request forms that you may need.

J A N U A R Y 2 0 1 3

14 Payment Reminder A reminder email will be sent to interested organizations

regarding the payment deadline for participating in the compensation survey.

F E B R U A R Y 2 0 1 3

28 Email Reminder A follow-up email will be sent out regarding the 2013

compensation survey to remind organizations of the upcoming deadline.

M A R C H 2 0 1 3

29 Discount Payment Deadline The last day to pay the fee for participation in the

compensation survey and still be eligible for the early bird discounted price. Confidentiality and User Agreement should be submitted with payment.

A P R I L 2 0 1 3

19 Final Participation Deadline Final date for payment is due to REDW.

M A Y 2 0 1 3

17 Final Survey Data Due with Signed Confidentiality and User Agreement Your data is due to REDW using the template provided. The signed Confidentiality and User Agreement is due if

not already submitted.

J U N E 2 0 1 3 - A U G U S T 2 0 1 3

Data Analysis and Report Preparation REDW will work with tribes to clarify and answer questions

related to their data.

S E P T E M B E R 2 0 1 3

13 Final Report Published The final report will be provided in hard copy format to

those tribal organizations who participated. Remember, “participation” means you provided your data and you paid for the survey.

SAMPLE BOARD RESOLUTION

_______________________________________________ TRIBAL COUNCIL

Resolution ____________________

AUTHORIZATION TO PROVIDE COMPENSATION AND BENEFITS INFORMATION TO BE USED IN SURVEY.

WHEREAS, it is critical for employers to have access to current and accurate compensation information for their applicable industries and geographic areas; and

WHEREAS, comprehensive compensation and benefits data and studies have been resources available to, and utilized by, employers in the private sector for many years; and

WHEREAS, there are currently no comparable resources available to employers in Indian Country; and

WHEREAS, recognizing the importance of having such critical salary and benefits information made available to Tribal employers, REDW LLC (REDW) will produce a comprehensive national Tribal Compensation and Benefits Survey; and

WHEREAS, REDW will not be able to produce a comprehensive compensation and benefits survey without the participation of many tribal governments and enterprises; and

WHEREAS, the ________________________________________________ Tribe / Tribal Organization is interested in taking steps to ensure that it remains a competitive employer in today’s job market, and toward that end, the ________________________________________ Tribe / Tribal Organization would like to become a participant in the REDW survey;

NOW, THEREFORE BE IT RESOLVED, that the __________________________________________________ Council hereby agrees to take part in, and to provide compensation and benefits information for, the REDW comprehensive Tribal Compensation and Benefits survey.

BE IT FURTHER RESOLVED, that the _______________________________ department is hereby authorized to release such benefits and compensation information to REDW for use in the survey.

CERTIFICATION

I, the undersigned, as Chairman of the Council, do hereby certify that the foregoing Resolution ______________ was passed on __________________________, at which a quorum was present with ______ voting for, and _______ voting against, and _______ abstaining.

ATTEST: , Chairman , Secretary

REDW Tribal Compensation & Benefits Survey Confidentiality and User Agreement INTRODUCTION Thank you for participating in the REDW Tribal Compensation & Benefits Survey. Please read these terms and conditions (“Agreement”) carefully. By accessing or using the survey data, you agree to be bound by the terms and conditions below. The following terms and conditions may be updated by us from time to time without notice to you.

It is anticipated that the REDW Tribal Compensation & Benefits Survey will be available at some point via a designated website. If, in the future, the survey data is accessible via a designated website, you represent and warrant that you are 18 years of age or older and possess the legal right and ability to enter into this Agreement and to use the designated website in accordance with all of the terms and conditions of this Agreement. If you do not concur with the Agreement below, you should not access the designated website, or any of the pages thereof.

OBLIGATIONS OF USER In consideration of your use of the survey data, you represent and warrant that you are of legal age to form a binding contract and are not a person barred from receiving services under the laws of the United States or any other applicable jurisdiction. You agree to provide true, accurate, current and complete information about yourself and your Tribe or enterprise if prompted by the survey administrator or designated website. If you provide any information that is untrue, inaccurate, not current or incomplete, or the survey administrator has reasonable grounds to suspect that such information is untrue, inaccurate, not current or incomplete, REDW has the right to (a) exclude any suspect data from the survey results, and/or (b) suspend or terminate your account and refuse any and all current or future use of the designated website, or any portion thereof.

If you have chosen to provide data to the survey, you agree to review the applicable instructions provided during the survey data entry process, and make an appropriate and careful match between each of the positions your company is reporting and the corresponding survey position. You also agree to provide true, accurate and current survey data for each position being reported. Further, you agree to provide survey data for a number of positions representing a substantial percentage of your Tribe or enterprise’s true total employee population.

PASSWORD AND SECURITY If, in the future, a designated website is used, you will receive a password and login name upon completing the website’s registration process. Your account information is owned by and proprietary of REDW. While you may access your account information through the designated website, you may not give access to your account to any other person or entity other than a person that you directly supervise as part of a single human resource department for a single Tribe or enterprise or division thereof. You are responsible for maintaining the confidentiality of the password and login name, and are fully responsible for all activities that occur under your password or account. You agree to (a) immediately notify REDW of any unauthorized use of your password or account or any other breach of security, and (b) ensure that you exit from your account at the end of each session. REDW will be liable for any loss or damage arising from your failure to comply with this provision.

The same security provisions and sharing of information apply to any hard copy reports that you receive that include data from this survey.

NO WARRANTY Your use of the designated website or hard copy reports is at your own risk. The survey data may contain inaccuracies or typographical errors. The designated website content, including, but not limited to, survey results, is provided is “as is” and without warranty of any kind, either express or implied, including, without limitation: (a) any expectation of privacy, including but not limited to use of your company name and any provided information, whether or not payment is made; (b) the operation or availability of the website; (c) variations, if any, between the demo and current version of the website or hard copy reports; (d) that errors in the software, if any, will be

corrected; and (e) the accuracy, reliability, completeness, availability, or timeliness of the data, content or materials included on the designated website, or any part thereof.

Any material downloaded or otherwise obtained through the use of a designated website is done at your own discretion and risk, and you will be solely responsible for any damage to your computer system or loss of data that results from the download of any such material.

LIMITATION OF LIABILITY REDW shall not be liable for any damages, including, without limitation, direct, indirect, punitive, incidental, special, consequential, exemplary, losses or expenses arising in connection with the usage of the designated website or any linked site or use thereof or inability to use by any party, or in connection with any failure of performance, error, omission, interruption, defect, delay in operation or transmission, computer virus, system failure, unauthorized access to your transmissions or data, compliance with the terms of any confidentiality agreements, or any other matter relating to this Agreement, whether based on contract, tort, negligence, strict liability or otherwise.

PROPRIETARY INFORMATION AND INTELLECTUAL PROPERTY You may not use any data obtained from this survey, whether combined or integrated with other third-party data or not, for any purpose other than the planning, budgeting, administration, coordination, and/or management of employee compensation programs within your Tribe or enterprise. You may not publish or otherwise provide any data or information obtained from this survey to any third party, whether for payment or not.

Unless otherwise permitted under copyright laws, you agree that the resale, reproduction, modification, distribution, transmission, republication, display, performance or storage of this material is strictly prohibited without the express written permission of REDW.

SINGLE USE LICENSE AGREEMENT AND DISCLAIMER By your purchase and login to any future designated website, you hereby agree that you are purchasing ONE license to use the REDW Tribal Compensation & Benefits Survey Results Report and this single license is solely for single use purposes by you and your organization.

By your purchase, you agree to maintain the confidentiality of the REDW Tribal Compensation & Benefits Survey Results Report received and also agree NOT to copy or distribute the REDW Tribal Compensation & Benefits Survey Results Report outside of your organization. By signing below, I agree to the terms and conditions of this Agreement. __________________________________________________ Name of Tribe or Enterprise __________________________________________________ ___________________________________ Printed Name Title __________________________________________________ ___________________________________ Signature of above person Date

Should you have any questions about this User and Confidentiality Agreement or how REDW uses information provided for this survey, please feel free to contact us at [email protected].

SUBMIT PAYMENT TO: REDW LLC Attn: Alicia Finley PO Box 93656 Albuquerque, NM 87199-6356

Invoice

Compensation Survey Survey Cost Early Bird Discounti

Multi-Org Discountii

Previous Discountiii

Line Total

Tribal Casino & Resort Survey $2,500

-$500 -$200 -$200

Tribal Government and Board/Council Survey

100 or less positions

$1,000 -$200 -$100 -$100

101 to 250 positions

$1,800 -$350 -$150 -$150

More than 250 positions

$2,500 -$500 -$200 -$200

If you are located in New Mexico, please add sales tax of 7%.

Subtotal

Total

Please submit payment and a copy of the signed Confidentiality & User Agreement directly to REDW.

If you have any questions regarding the compensation survey, please contact REDW Benefits at (877) 516-7339.

i Early Bird Discount available to those organizations that submit a signed Confidentiality and User Agreement and pay for the survey by March 29, 2013.

ii Multi-organization Discount available when both the Tribal Government and Board/Council Survey and the Casino/Gaming Survey are purchased by the same Tribe/Organization.

iii Multi-Year Discount for 2013 Survey available to those organizations who participated in the 2012 Survey.

REDW Tribal Compensation & Benefits Survey Non-Disclosure Agreement

INTRODUCTION

Thank you for participating in the REDW 2013 Tribal Compensation & Benefits Survey. Please read this Non-Disclosure Agreement which outlines the limitations placed on REDW with regard to survey data.

OBLIGATIONS OF RECEIVING PARTY

REDW will not disclose or release any information provided to them for use in this survey without proper authority or authorization, to any third party. REDW will maintain strict confidentiality standards for all data collected.

Acknowledgement by REDW LLC __________________________________________________ Signature

REDW LLC (by LISA WILCOX) ___________________________ PRINCIPAL ___________________ Printed Name Title

Should you have any questions about this Non-disclosure Agreement or how REDW uses information provided for this survey, please feel free to contact us at [email protected].

2013 Tribal Gaming/Tribal Government Compensation & Benefits Survey

Notice: This document is PRELIMINARY.

Page i

COMPENSATION SURVEY OVERVIEW PURPOSE During the 2009 Annual Conference of the National Native American Human Resources Association (NNAHRA), members expressed their desire for a compensation and benefits survey that included Tribal gaming and Tribal government positions. In 2010, NNAHRA selected REDWLLC as the consultant to provide these services, and in 2013 certain Tribal casinos and Tribal governments submitted their compensation and benefits data to REDW.

This 2013 Tribal Gaming/Tribal Government Compensation and Benefits Survey is the result of those submissions. XX casinos/Tribal governments submitted information for this survey and only those casinos/Tribal governments participating in the 2013 survey will receive a copy of this report. In order to protect the confidentiality of the participants in the 2013 survey, the names of the casinos/Tribal governments that submitted data have not been disclosed. However, a map showing the geographical location of those casinos/Tribal governments is included, indicating the national scope of this survey.

Tribal employers nationwide desire current and accurate compensation information so they can attract and retain quality employees, and make informed decisions to ensure fair and competitive compensation levels for current and future employees. The 2013 Tribal Gaming/Tribal Government Compensation and Benefits Survey is a reliable benchmarking tool to help Tribal casinos/Tribal governments achieve this objective. This report also allows users to compare compensation and benefit levels, and learn more about the factors affecting the compensation package. DESCRIPTION In this report you will find:

Complete data on more than xxx positions, categorized by department and position title

Minimum, midpoint and maximum compensation by position title

Number of employees reflected in each position

Organizational data for the tribal casinos/tribal governments reflected in this survey, to include total annual revenue and number of employees

Employee benefit and personnel policy information showing the participation percentage for organizations participating in certain types of employee benefits and leave policies.



Page ii

KEY ASSUMPTIONS The minimum and maximum hourly wage and annual compensation for each position title is

the lowest and highest compensation reported in the salary ranges submitted for all organizations participating in the survey.

The midpoint hourly wage and annual compensation is the average of the midpoint salary information provided by the survey participants (note that for these purposes, all organizations are equally weighted regardless of how many of their employees are included in these positions).

In some cases, the position titles submitted by a particular organization were uniquely different from those submitted by the other organizations. These position titles were included in the survey data for the common benchmark positions, in cases where these positions shared similar classification and reporting requirements with the benchmarks.

Occasionally, compensation information is included in the survey where only one organization reported salary data for a particular position title. This information is included in the report in cases where it is considered valuable to the readers of the report, due to the position’s unique nature and the potential to use this data for benchmarking purposes. All such positions have been disclosed in the survey. OTHER CONSIDERATIONS

The 2013 Tribal Gaming/Tribal Government Compensation and Benefits Survey is a mathematical summary of the salary data provided by the participants in the survey. REDW did not analyze this data, or review the salary classifications made by each casino/Tribal Government.

In certain cases, a wide variety in the reported salaries for certain positions exists. There are any number of reasons for this: geographical location, size of the organization, varied educational requirements of the job position between organizations (particularly in the case of technical or professional positions), or other unique compensation considerations.



Page iii

USING THIS REPORT In examining the data in the report, human resource professionals and other report users should consider the following:

What is the difference between your organization’s data and the report midpoint?

Does the difference, if any, indicate that your organization’s compensation may be out of line with the survey statistics?

Is the difference explainable, or does it suggest that a more in depth review of your compensation structure is warranted?

By what methods can your compensation structure and process be internally controlled or modified?

How can compensation be best used to support your organization’s strategic goals?



Page iv

ABOUT REDWLLC At REDW, integrity counts. We are in the business of solving problems for our clients and working with them over the long term to ensure their growth and prosperity. Our relationships are successful because we build them with open communication, accessibility, and trust. REDW has been privileged to work with Native American Tribes and their enterprises for over 25 years, and is nationally known for providing valuable professional services in Indian Country.

REDW LLC has been in existence since the early 1950’s. REDW became involved in retirement plan administration services, compensation planning, and human resources consulting services in the mid-1990’s. REDW makes up one of the 10 largest and most respected privately-owned certified public accounting and business consulting firms in the Southwest. Our staff of more than 135 extraordinary individuals is committed to our clients, our community, and the highest standards of integrity and personal accountability.

Located in both Albuquerque, New Mexico and Phoenix, Arizona, REDW serves the tax, business and employee benefits consulting needs of a wide range of clients, including publicly and privately held businesses, Native American Tribes and Tribal enterprises, local and state government agencies, nonprofit organizations, healthcare and financial institutions, and individuals both regionally and nationally.

REDW’s long experience and technical expertise in employee benefits consulting and compensation planning make us a powerful partner in managing this critical aspect of your business. Just as you are committed to caring for your employees with benefit programs, REDW is dedicated to helping you achieve your organization’s strategic goals, by managing and streamlining these programs.

REDW’s website is www.redw.com SURVEY PARTICIPATION In 2013, REDW prepared the Tribal Gaming Compensation and Benefits Survey and the Tribal Government Compensation and Benefits Survey. For information regarding participation in either survey, please contact one of the individuals listed below.

Carol M. Cochran, Principal 505.998.3208 | direct [email protected] Lisa Wilcox, Principal 505.998.3296 | direct [email protected] Alicia Finley, Benefits Associate 505.998.3432 | direct [email protected]



Page v

DISCLAIMER Although every effort was made to minimize errors and accurately categorize positions, REDW makes no warranties or guarantees, express or implied, as to absolute accuracy. The reader or user of this data assumes responsibility for the use of the material. REDW shall not be liable for disputes or damages that may result from the use, misuse or misunderstanding of the data presented.

This survey report is strictly provided for your own use, as outlined in the Confidentiality and User Agreement that each participant signed. Please refer to that agreement regarding the limitations and conditions regarding the use of this data.

This survey report may not be reproduced, distributed, circulated, sold or transmitted in whole or in part, in any form or by any means, electronic, photocopying or otherwise, without the prior written consent of REDWLLC. TERMS Bonus: an additional amount of compensation provided to an employee, in recognition of performance, length of service or other special circumstances.

Classification: Typically, job positions are classified as non-exempt, exempt or executive. These classifications determine which set of salary grades/ranges apply. They also represent the FLSA classification for exempt and non-exempt which can help determine which positions are eligible for overtime and/or tips (assuming that your organization, as a sovereign nation, conforms to the FLSA guidelines).

Minimum: The minimum salary of the pay range. It generally represents the minimum (25th percentile) market rate. However, for this survey the minimum represents the lowest value reported for that position.

Average Midpoint: The compensation range midway between the minimum and maximum of the pay scale. It generally represents the median (50th percentile) of the market rate. However, for this survey, the midpoint is the average of the midpoint salary information provided by the survey participants (note that for these purposes, all Tribal governments are equally weighted regardless of how many of their employees are included in these positions).

Maximum: The maximum salary of the pay range. It generally represents the maximum (75th percentile) market rate. However, for this survey the maximum represents the highest value reported.

Reporting Employees: The number of employees represented in the data listed for a particular position.

Tips: The Y (yes) or N (no) in the “Tip” column indicates whether or not this position is eligible to receive tip income.

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urvey

age viii

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T2013 Triba

tice: This docume

RIBAL GOAccountant .Accounting CAccounting MAccounts PaActivities EdAdministratiAnimal ContArchaeologiArchaeologisArchivist .....Artist ..........Behavioral HBenefits CooBenefits MaBilling ManaBilling SpeciaBiologist / ZoBotanist ......Case ManagCashier / CleChemist ......Chief FinancChief of PoliChild Care CChild Care CChild Care CChild Care CClinical CoorCommunity Community Compliance Compliance Computer SyConstructionConstructionConstructionContract HeController ...Cook / FoodCook / Food

al Gaming/T

nt is PRELIMINARY

OVERNME.......................Clerk ...............Manager .........yable / Receivucator ............ive Assistant ...trol Officer ......cal Technicianst ..................................................................

Health Manageordinator / Datnager .............

ager .................alist / Coder ...oologist .................................

ger ...................erk ..........................................

cial Officer .......ce ...................enter Directorenter Manageenter Supervislerk / Aide ......rdinator ..........Health & WellHealth RepresInspector .......Manager ........ystems Specialn Foreman ......n Laborer ........n Supervisor ...alth Services M....................... Distribution ... Distribution D

Tribal Gover

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ENT POS.....................................................................able Clerk .................................................................................................

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sor ................................................................ness Director .

sentative ......................................................list .......................................................................................

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Director ..........

rnment Com ITIONS –

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ETICAL OR........................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................

urvey

Page ix

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2013 Triba

tice: This docume

RGANIZANumber of EType of OrgaAnnual ReveLocations ....ENEFITSHealth InsurHealth InsurDental – EmDental – FamVision – EmpVision – FamLife InsurancLife InsurancLife InsurancAccidental DShort-Term Long-Term DEmployee MTuition ReimEmployee As401(k) RetireFlexible SpePersonal LeaPersonal LeaStipends (TrTravel Costs

al Gaming/T

nt is PRELIMINARY

ATIONAL Employees ......anization .........enue ....................................... OFFERE

rance – Employrance – Family ployee Covera

mily Coverage .ployee Coverag

mily Coverage ..ce – Basic ........ce – Supplemece – Dependen

Death & DismeDisability ........

Disability .........Meals (Casinos/mbursement ....

ssistance Progement Plan .....nding Accountave (FTE – 0 to ave (FTE – 36 mibal Governme (Tribal Govern

Tribal Gover

Y.

DATA ............................................................................................D yee Coverage .Coverage ......

age .........................................ge .................................................................ntal (Voluntary

nts ..................mberment Ins............................................../Gaming Only) .......................ram .......................................t (FSA) .............

12 months of months of empents Only) .......nments Only) .

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ployment) .....................................................

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urvey

Page x

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CASDepa

~A

Ad

Bin

Ca

Co

Co

SINO/GAartment / Posit

Applicable to SeAdministrativExecutive Assdministration DAssociate GenChief ExecutivGeneral ManagOperator / ResOperator / Resngo / Keno DepBingo / Keno CBingo / Keno MBingo / Keno Sge DepartmentCage / Vault SuCage AssistantCage CashierCage ManagerCage Shift SupVault Clerk

ompliance DepaAuditorCompliance MCompliance ORevenue AudiRevenue AudiSlot Analyst / ount/Drop DepaCount/Drop CCount/Drop MCount/Drop Su

*Only onfor ben

AMING PO

ion Title

veral Departmeve Assistantistantepartmentneral Managerve Officergerservations Clerservations Sup

partmentClerkManagerSupervisortupervisor t Managerervisor

artmentManagerfficert Clerkt SupervisorTitle 31artmentlerkManagerupervisor

201

ne organization repchmarking purpos

OSITIONS ents

rkervisor

13 Tribal Ga

porting for this poses, the position ha

BY DEPAMinimum

Hourly

$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0

aming/Triba

sition. However, das been included in

ARTMENT

m y

Minimum Annually

00 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $0

al Governme

due to the positionn the survey.

T Average

Midpoint Hourly

AveMidAnn

$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00

ent Compens

n’s unique nature,

erage dpoint nually

MaximuHourly

$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.$0 $0.

sation & Ben

and the potential

um y

Maximum Annually

00 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $0

nefits Survey

to use this data

Page

Tips (Y/N)

# In Position

N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0Y 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0

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o Several Depve AssistantrrkDistributionDistribution DDistribution Mlerksistanttendantanagercer Drivern Departmenaryalist / Graphic gerons Director*ons Staffnistrator

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NT POSITpartments

DirectorManager

ntDesigner

DepartmentkManagertor

13 Tribal Ga


TIONS BY Minimum

Hourly

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t $0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0

aming/Triba


DEPART

m y

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00 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $0

al Governme


MENT Average

Midpoint Hourly

AvMidAn

$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00

ent Compens


verage dpoint nually

MaximHour

$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0

sation & Ben

and the potential

mum rly

MaximumAnnually

0.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $00.00 $0

nefits Survey

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Page

m y

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AMING PO

rReceivable Clerkstantanagercianer

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OSITIONS

k

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– ALPHAMinimum Hour

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aming/Triba


ABETICAL

rly MinimumAnnually

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L ORDERm y

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Hourly

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ent Compens


Average Midpoint Annually

MaximHour

$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0$0 $0

sation & Ben

and the potential

mum rly

Maximum Annually

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nefits Survey

to use this data

Page

Tips (Y/N)

# In Position

N 0N 0N 0N 0N 0N 0N 0N 0N 0Y 0Y 0Y 0N 0Y 0N 0N 0N 0N 0Y 0N 0N 0N 0Y 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0N 0

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AccoAccoAccoAccoActivAdmAnimArchArchArchArtisBehaBeneBeneBillinBillinBioloBotaCase CashChemChiefChiefChildChildChildChildCliniComComComComComConsConsConsContContCook

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for ben

VERNMEN

er/ Receivable CrsistantficerchnicianManagertor / Data Entry

/ CoderistficerDirectorManagerSupervisorAideorh & Wellness Dh Representativctorgers Specialistmanrerrvisorrvices Manageibution

201


NT POSIT

Clerk

y

Directorve

er

13 Tribal Ga


TIONS – AMinimu

Hourly

$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0$0.0

aming/Triba


ALPHABE

m y

Minimum Annually

00 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $000 $0

al Governme


TICAL ORAverage

Midpoint Hourly

AvMiAn$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00$0.00

ent Compens


RDER verage idpoint nnually

MaximHou

$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $$0 $

sation & Ben

and the potential

mum urly

MaximumAnnually

0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $

nefits Survey

to use this data

Page 4

m y

# In Position

$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0$0 0

y

4


Page 5

ORGANIZATIONAL DATA

# of Employees Lowest ................................ xxx Average ............................ x,xxx Highest ............................. x,xxx

Type of Organization Casino/Resort .................... xx% Casino/Gaming Only ......... xx%

Annual Revenue Lowest ................... $xx,xxx,xxx Average ................ $xxx,xxx,xxx Highest ................. $xxx,xxx,xxx

Locations Each state listed here


Page 6

BENEFITS OFFERED Health Insurance – Employee Coverage All locations offer health insurance. The employer pays the

following percentage for employee coverage: • xx% of employers pay xx% of employee coverage • xx% of employers pay xx% of employee coverage • xx% of employers pay xx% of employee coverage

Health Insurance – Family Coverage All locations offer health insurance for family members. The employer pays the following percentage for family coverage:

• xx% of employers pay xx % of family coverage • xx% of employers pay xx % of family coverage • xx% of employers pay xx % of family coverage • xx% of employers pay xx % of family coverage

Dental Insurance – Employee Coverage All locations offer dental insurance. The employer pays the following percentage for employee coverage:

• xx% of employers pay xx % of employee coverage • xx% of employers pay xx % of employee coverage • xx% of employers pay xx % of employee coverage • xx% of employers pay xx % of employee coverage

Dental Insurance – Family Coverage All locations offer dental insurance for family members. The employer pays the following percentage for family coverage:

• xx % of employers pay xx % of family coverage • xx % of employers pay xx % of family coverage • xx % of employers pay xx % of family coverage • xx % of employers pay xx % of family coverage

Vision Insurance – Employee Coverage All locations offer vision insurance. The employer pays the following percentage for employee coverage:

• xx% of employers pay xx% of employee coverage • xx% of employers pay xx% of employee coverage

Vision Insurance – Family Coverage xx% of those surveyed offer vision insurance for family members. Of those that offer the insurance, the employer pays the following percentage for family coverage:

• xx% of employers pay xx% of employee coverage • xx% of employers pay xx% of employee coverage

BENNEFITS OLi

Li

Li

AIn

Sh

Lo

OFFERED fe Insurance -

fe Insurance –

fe Insurance -

ccidental Deatnsurance (AD&

hort-Term Disa

ong-Term Disa

201

( C O N T’ D) Basic

– Supplementa

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th & Dismemb&D)

ability Insuran

ability Insuranc

13 Tribal Ga

al (Voluntary)

berment

nce

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aming/Triba

All loempl

xx% oinsurrema

xx% othosefollow

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xx% odismthe e

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of those surveyrance and the eaining xx% of th

of those surveye that offer thewing percenta• xx% of em

coverage• xx% of em

coverage

of those surveyemberment in

employer pays • xx% of em• xx% of em

of those surveyhose that offer wing percenta• xx% of em• xx% of em

of those surveye that offer thewing percenta• xx% of em• xx% of em

ent Compens

basic life insura

yed offer suppemployee payshose surveyed

yed offer life ine insurance, thge:

mployers pay xx

mployers pay xx

yed offer accidnsurance. Of th

the following mployers pay xxmployers pay xx

yed offer shortthe insurancege:

mployers pay xxmployers pay xx

yed offer long-e insurance, thge:

mployers pay xxmployers pay xx

sation & Ben

ance at no cost

plemental (volus xx% of the pr

d do not offer t

nsurance for dhe employer pa

x% of the depe

x% of the depe

dental death anhose that offer percentage:

x% of the emplx% of the empl

t-term disabilit, the employer

x% of the emplx% of the empl

-term disabilityhe employer pa

x% of employex% of employe

nefits Survey

Page

t to the

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of those surveye that offer thewing amounts • $xxx • $xxx • xx% discou

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nefits Survey

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sistance. Of eceives the

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Page 10

TRIBAL CASINO/GAMING POSITIONS (R E P O R T E D I N T H E 2012 S U R V E Y ) Accountant Accounting Manager Accounts Payable/Receivable

Clerk Administrative Assistant Assistant Controller Associate General Manager Audio Visual Technician Auditor Banquet Manager Banquet Server/Stager Barback Bartender Beverage Manager Beverage Server Beverage Supervisor Bingo/Keno Clerk Bingo/Keno Manager Bingo/Keno Supervisor Busser Cage/Vault Supervisor Cage Assistant Manager Cage Cashier Cage Director Cage Manager Cage Shift Supervisor Cashier Casino Host Chief Engineer Chief Executive Officer Chief Financial Officer Child Care Coordinator Child Care Provider Compliance Manager Compliance Officer Controller Cook I Cook II Cook III Count/Drop Clerk Count/Drop Manager Count/Drop Supervisor Director of Facilities Director of Finance Director of Food & Beverage Director of Golf Director of Hotel Operations Director of Housekeeping

Director of Human Resources Director of Information

Technology Director of Marketing Director of Purchasing Director of Security Director of Slots Director of Special Events or

Programs Director of Surveillance Director of Table Games Dishwasher Electrician/Carpenter Employee Assistance

Provider Executive Assistant Executive Chef Executive Host Facilities Maintenance

Technician I Facilities Maintenance

Technician II Facilities Maintenance

Technician III Facilities Manager Facilities Shift Supervisor Facilities Supervisor Financial Analyst Fleet Technician Food & Beverage Manager Front Desk Clerk Front Desk Manager Front Desk Supervisor General Manager Golf Attendant/Clerk Golf Course Maintenance

Technician Golf Professional Golf Superintendent Graphic Designer Groundskeeper Groundskeeper Supervisor Heavy Duty Cleaner Help Desk Technician Host/Hostess Hotel Manager Hotel Sales Coordinator

Housekeeper/Room Attendant

Housekeeping Assistant Manager

Housekeeping Manager Housekeeping Supervisor HR Assistant Manager HR Clerk/Coordinator HR Manager HR Specialist HVAC Technician IT Information Analyst IT Manager IT Technician Kitchen Crew Laundry Attendant Laundry Manager Line Cook Marketing/Special Events

Coordinator or Staff Marketing Analyst Marketing Manager Marketing Supervisor Network Administrator Night Audit Clerk Operator/Reservations Clerk Operator/Reservations

Supervisor Pastry Chef Payroll Administrator Payroll Supervisor Players Club Manager Players Club Representative Players Club Supervisor Poker Dealer Poker Manager Poker Shift Supervisor Poker Supervisor Porter/Valet Manager Porter/Valet Person Porter/Valet Supervisor Purchasing Agent Purchasing Manager Purchasing Supervisor Recruiter Restaurant Manager Restaurant Supervisor Retail Clerk/Attendant

Retail Manager Retail Supervisor Revenue Audit Clerk Revenue Audit Supervisor Safety Officer Seamstress Security Dispatcher Security Investigator Security Manager Security Officer Level I Security Officer Level II Security Officer Level III Security Sergeant Security Shift Supervisor Shipping & Receiving Clerk Shuttle/Bus Driver Shuttle/Bus Manager Slot Analyst/Title 31 Slots Assistant Shift Manager Slots Attendant Slots Data Analyst Slots Manager Slots Shift Manager Slots Shift Supervisor Slots Technician I Slots Technician II Slots Technician III Sous Chef Special Events Supervisor Stewarding Supervisor Surveillance Manager Surveillance Operator I Surveillance Operator II Surveillance Supervisor Systems Administrator Table Games Dealer Table Games Manager Table Games Pit Boss Table Games Pit Manager Table Games Pit Supervisor Table Games Shift Manager Training Coordinator Uniform Attendant Uniform Manager Vault Clerk Waitstaff


Page 11

TRIBAL GOVERNMENT POSITIONS (R E P O R T E D I N T H E 2012 S U R V E Y ) Accountant Accounting Clerk Accounting Manager Accounts Payable/Receivable

Clerk Activities Educator Administrative Assistant Administrative Services Director Animal Control Officer Archaeological Technician Archaeologist Archivist Artist Asst Tribal Administrator/Lt.

Governor Behavioral Health Manager Benefits Coordinator/Data Entry Benefits Manager Billing Manager Billing Specialist/Coder Biologist/Zoologist Botanist Carpenter Case Manager Cashier/Clerk Chief Financial Officer Chief of Police Child Care Center Director Child Care Center Manager Child Care Center Supervisor Child Care Provider Clinical Coordinator Community Health & Wellness

Director Community Health

Representative Compliance Inspector/Agent Compliance Manager Compliance Supervisor Computer Systems Specialist Construction Laborer Construction Laborer (skilled) Construction Manager Construction Supervisor Contract Health Services Clerk Contract Health Services

Manager Controller Cook/Food Distribution Cook/Food Distribution Director Cook/Food Distribution Manager Correctional Facility Supervisor Corrections Officer

Council/Board Chairman Council/Board Member Counselor/Therapist Court/Office Clerk Court Administrator Credit/Loan Officer Criminal Investigator/Detective Cultural Center/Museum

Director Cultural Center/Museum

Manager Cultural Services/Program

Coordinator Culture Preservation Consultant Data Entry Clerk Dental Assistant Dental Hygienist Dentist Diabetes Educator Economic Development

Coordinator Economic Development Director Education Director Education Liaison/Coordinator Education Program Manager Elders Program Coordinator Elders Program Manager Engineer Enrollment/Records Clerk Enrollment Director Enrollment Supervisor/Manager Equipment Operator Executive Assistant Facilities Director Facilities Manager Facilities Supervisor Family & Community Advocate Finance Director Firefighter/EMT Paramedic Forester Game Warden Gaming Agency Executive

Director GIS Specialist Grant Writer Grants Administrator Grants and Budget Officer Grants/Contract Specialist Groundskeeper Head Start Program Director Head Start Program Manager Head Start Teacher Head Start Teacher Assistant

Health & Nutrition Case Manager

Health Director Health Educator Help Desk Technician Historian Homeland Security Analyst Housing Authority Coordinator Housing Authority Director Housing Authority Manager Human Resources Assistant

Manager Human Resources Clerk Human Resources Director Human Resources Generalist Human Resources Manager Human Resources Specialist HVAC Mechanic Hydrologist Information Technology Director Information Technology

Manager Inspector Internal Auditor Lab Director Lab Technician Legal Secretary Librarian Licensed Practical Nurse Licensing Clerk/Administrator Maintenance Technician Mechanic Mechanic Attendant Mechanic Manager Media Specialist/Graphic

Designer Medical/Registration Clerk Medical Assistant Medical Records Technician Member Benefits Specialist Natural Resources Program

Director Natural Resources Program

Manager Natural Resources Specialist Natural Resources Technician Network Administrator Nurse Practitioner Nutrition Coordinator/Assistant Office Manager Optometrist Technician Outreach Coordinator Painter

Payroll Clerk Payroll Manager Pesticides Manager Pharmacist Pharmacy Technician Physical Fitness Technician Physician Plumber/Electrician Principal Probation Officer Psychologist Public Defender Public Relations Director Public Relations Staff Public Safety/Police Captain Public Safety/Police Lieutenant Public Safety/Police Officer Public Safety/Police Sergeant Public Safety Attendant Public Safety Commissioner/

Chief Public Safety Dispatcher Public Safety Dispatcher

Supervisor Purchasing Agent Purchasing Clerk Purchasing Manager Radiology Technician Range Laborer Range Manager Realty Office Director Receptionist Recreation/Activities Aide Recreation/Activities

Coordinator Registered Nurse Scholarship Manager Security Officer Shuttle/Bus Driver Social Services Coordinator Social Services Program Director Social Services Program Manager Social Services Supervisor Social Worker Special Needs Integration

Coordinator Surveyor System Administrator Teacher Teacher Assistant Tourism Coordinator Treasurer Tribal Administrator/Governor


Page 12

Tribal Attorney Tribal Court Advocate Tribal Court Prosecutor Tribal Judge Tribal Planner Tutor Vocational Training Coordinator Vocational Training Director Water Quality Specialist Youth Recreation Director Youth Recreation Manager

Documents

2013 Tribal Compensation Benefits Survey