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2009 The Management Association of IllinoisPlease Print: (This information will remain confidential and will not be re-distributed to any third parties.)Completed by: __________________________________________________Organization: _____________________________________________________Phone: ______________________________________________Email: _________________________________________________________

Any systematic approach to sound salary and benefits administration requires complete,accurate andreliable survey data. It is your reporting that counts. Please complete this compensationand benefitsquestionnaire and return it by July 31, 2009, so that we may in turn provide you with themost reliabledata possible. This survey is also offered online here:http://www.hrsource.org/olstart/olsite/index.cfm.Your userID/password are supplied on the cover letter included with this mailing, or callor email us tohave it sent again.INSTRUCTIONSTo make this survey the greatest value to you and to all other participants, please follow these instructionscarefully:QUESTIONS 2 & 3: Please provide information for these two questions based on your location. Thisinformation is used topresent data in different formats in the results.PAY PERIOD: Report salaries for the pay period nearest to July 1, 2009.REPORTING PAY: Base rates are defined as actual straight time pay. Do not include overtime premiums,shift differentials,bonuses or any other incentives or variable pay components. Straight time salaries are usuallyautomatically adjusted when cost of living allowances (COLA) become effective, therefore, COLAadjustments should be included in the rates you report.JOB MATCHING Read the position descriptions carefully and compare to jobs in your organization. Ifresponsibilities ofjobs in the survey coincide with your positions by 70% or better, report data for the matched position. Ifjobs do not coincide with those in the survey by at least 70%, do not report data for that job. If anemployee has responsibilities that could fit under more than one job, report their salary under the positionwhere they spend the majority of their time.COMPLETED Questionnaires must be returned to The Management Association of Illinois, or participateonline here:http://www.hrsource.org/olstart/olsite/index.cfm. Your userID/password can be found in the original coverletter that was sent to you. Please contact [email protected] to have it resent via email.QUESTIONS? Contact Kristy Williams (ext. 252 [email protected]), Monica Zborowski (ext. 265 [email protected]), or Jean Hannon (ext. 238 [email protected]) at The ManagementAssociation of Illinois (800) 448-4584.Conducted by:The Management Association of Illinois 1400 Opus Place, Suite 500, Downers Grove, IL 60515(800) 448-4584(630) 963-2800 [email protected]

2009 Compensation & Benefits SurveyQuestionnairePERCENTAGE:SURVEYS:

2009 Compensation & Benefits Survey 2009 The Management Association of Illinois 2

Carefully read each question and choose the response that best matches yourorganizations


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offerings or policies. Please select more than one answer, if applicable, onlywhere indicated.SALARY INCREASES1. Projected salary increases for July 2009 - June 2010:Exempt Management, Supervisory or Professional _______%

Non-exempt Office/Technical _______%Hourly Service/Installers _______%DEMOGRAPHICS2. Total number of employees: Full-time: __________ Part-time: _________3. Total sales revenue for the most recent fiscal year: $______________RETIREMENT PLANS4. What type of pension/retirement plan do you provide? (checkall that apply)Defined Benefit Plan (traditional Pension plan)401(k)Simplified Employee Pension (SEP) PlanDeferred Profit Sharing Plan

Money Purchase Benefit PlanOther Defined Contribution Plan _________________No plan provided (skip to #13)Defined Benefit Plan (if no Defined Benefit Plan, skip to #9)5. Is your plan fully funded:YesNo6. What is the formula for calculating retirement payments for a Defined BenefitPlan?Final average payCareer average pay7. May employees make additional voluntary contributions (excludes 401(k))?YesNo8. Is your retirement savings plan tied to Social Security benefits?YesNo2009 Compensation & Benefits Survey 2009 The Management Association of Illinois 3

Defined Contribution Plan (if no Defined Contribution Plan, skip to #13)9. What is the contribution based on:Percent of base salaryMatch, based on employee contributionDiscretionary contributions10. How soon may employees participate?ImmediatelyAfter first quarter or 90 daysAfter six monthsOne yearMore than one year


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11. What is the vesting schedule?100% immediatelyGraded vesting, 100% by 6 yearsGraded vesting, 100% by 5 yearsCliff vesting, 100% by 3 years

Other12. Is there an extension of group medical benefits offered to retirees wherepremiums areat least partially paid by company?Yes, all employeesYes, top management onlyNoLIFE INSURANCE13. When do your employees become eligible for life insurance coverage?ImmediatelyAfter one month

After two monthsAfter three monthsAfter probationary periodLife Insurance not offered (skip to #18)14. What percentage of the premium for life insurance is paid by the company?

_____%


15. How is the amount of insurance determined?Flat dollar amount $____________1 times annual salary1 times annual salary2 times salaryOther salary formulaVaries by job classification16. What coverages are included in the life insurance program? (checkall thatapply)

Accidental Death/DismembermentTravel/AccidentInsurance continuance beyond retirement17. Do you offer supplemental life insurance?YesNoMEDICAL INSURANCE18. When do your employees become eligible for medical insurance coverage?ImmediatelyAfter one monthAfter two monthsAfter three monthsAfter probationary periodMedical Insurance not provided (skip to #23)


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19. Indicate the type of coverage offered (checkall that apply)Employee DependentCoverage CoverageIndemnity (fee-for-service)PPOHMO

POS (point of service)DentalVision20. What percentage of the medical insurance premium is paid by the employer?

_______% For employees (single coverage)_______% For dependents (family coverage)


21. Does your company have any type of cafeteria plan for paying insurancepremiums,

medical expenses and/or dependent care expenses with pre-tax earnings?YesNo (skip to #23)22. Which type of accounts are included? (checkall that apply)In-house health insurance premiumsEmployee paid components of medical, dental, vision careDependent care (day care, pre-school, etc.)Other health insurance premiumsVacation buy/sell arrangementsDISABILITY INSURANCE23. Do you offer Short Term Disability insurance (a disability lasting not usuallylonger thansix months) include state mandated programs?Yes, fully insured planYes, self-insured planNo (skip to #26)24. What is the maximum weekly benefit under the short-term plan?If flat amount $_______If percent of pay ______%25. What is the maximum number of weeks of paid benefits? ________weeks26. Do you offer Long Term Disability insurance (a disability of a period generallyrangingfrom six months to life) include state mandated programs?Yes, fully insured planYes, self-insured planNo (skip to #29)27. What is the waiting period before benefits are paid? _______weeks28. What percent of salary is paid as a disability benefit? ________%29. Do you provide long-term/elder care (nursing home) insurance?Yes


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No2009 Compensation & Benefits Survey 2009 The Management Association of Illinois 6

SICK/PERSONAL LEAVE30. How many paid sick/personal days per year do you provide to employees?

________days31. Under what conditions do you permit employees to use accrued sick/personalday pay?(checkall that apply)Only used for employee illness/injuryDeath in familyDoctor's appointmentPersonal businessAdditional vacation timeDental appointmentIll childIll spouseIll parent or in-lawIll domestic partner32. Unused sick/personal leave time is:Canceled at the end of the yearPaid for at the end of the yearCarried over to the following yearMATERNITY/FAMILY LEAVE33. Number of weeks provided forpaid maternity/disability leave:______ weeks34. Number of weeks provided forunpaid maternity/disability leave: _______weeks35. Do you have a family leave policy?YesNoIf"yes", please indicate number of weeks provided forunpaid family leave:

________weeksHOLIDAYS36. What is the total number of paid holidays your organization provides?(excludes

personal days and vacation days)_______days37. How many floating holidays do you provide? ______days("Floating holiday" is defined as a paid day off not consistently assigned to a calendar holiday. Day may bepreassignedby the employer or the employee may designate when the day will be taken).


VACATION38. Please indicate the days of vacation earned for the years of service listedbelow.


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Number of DaysTop Other Exempt Non-ExemptYears of Service Management Personnel Staff

After 1 year _______ _______ _______After 5 years _______ _______ _______After 10 years _______ _______ _______After 15 years _______ _______ _______39. Unused vacation is:CanceledPaid for at the end of the yearCarried over to the following yearTRAVEL & RELATED EXPENSES40. What is the average mileage allowance for car travel? ______cents per mile41. On what basis are employees reimbursed when traveling?Actual CostsPer Diem42. Which business expenses are covered for your Sales & Service staff?(checkall that apply)100% Covered NotCoverage Partially CoveredAuto - Company OwnedAuto - Company LeasedLodgingTelephone/Cellular PhoneEntertainmentProduct SamplesLaptopParking CardHome Fax MachineHome ComputerOther __________________________2009 Compensation & Benefits Survey 2009 The Management Association of Illinois 8

TRAINING REIMBURSEMENT43. Do you offer reimbursement for training or professional development?YesNo44. Are other classroom expenses paid?YesNo45. When is reimbursement made?At the start of the courseAt completion of the course or semesterHalf at start, remainder at completionOther ___________________46. What is the maximum reimbursement amount an employee can receive peryear?


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$________47. Are employees permitted time off from work to attend classes?Yes, with payYes, without payOnly in special cases

NoPERSONNEL POLICIES & PRACTICES48. Please indicate which of the following benefits are provided to employees:(checkall that apply)Paid jury duty timePaid bereavement leaveEmployee assistance programEmployee savings planFinancial planningHealth club/on-site exercise facilitiesCredit unionLegal counselingLoan for home/personal computer49. How often are employees paid?WeeklyEvery two weeksBi-monthly (twice per month)Monthly2009 Compensation & Benefits Survey 2009 The Management Association of Illinois 9

50. Are management employees required to sign a non-compete/non-solicitationcontract?YesNo51. What is your normal introductory (probationary) period for new employees?None30 days60 days90 days180 days52. Do you have a formal job evaluation plan in place?YesNo53. Do you have written job descriptions?YesNo54. Do you have an employee policy manual?YesNo55. What is your organization's compensation policy?Stay even with area labor marketStay ahead of area labor market


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Stay below area labor marketStay even with industry pay practicesStay ahead of industry pay practicesStay below industry pay practicesNo formal policy56. What types of salary increases are granted to employees? (check

all thatapply)

MeritAutomatic ProgressionGeneralCost of LivingLength of Service2009 Compensation & Benefits Survey 2009 The Management Association of Illinois 10

57. What type of incentive systems do you currently have in place? (checkallthat apply)

Individual incentivesSmall group/team incentivesOrganization specified goal bonusDiscretionary bonusProfit sharingSpot awardsKey contributor planNone58. Do you link pay to performance appraisal?YesNo59. What type of performance appraisal plan do you use?Management by Objectives (MBO)Forced Choice QuestionnaireNarrative AnalysisBehaviorally Anchored Rating Scales (BARS)No formal plan60. What is your benchmark date for conducting performance appraisals/salaryreviews?AnniversaryFiscal year endOther fixed date61. What was the total number of separations in 2008 ( include voluntary and

involuntaryterminations, but excludejob eliminations, reductions-in-force, long-termabsences ordepartures of temporary staff)? __________62. What was the average number of employees on the payroll in 2008?

__________63. Do you have a formal severance pay policy?Yes, same for exempt and nonexempt employees


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Yes, different policy for exempt and nonexempt employeesNo formal policy (skip to #66)2009 Compensation & Benefits Survey 2009 The Management Association of Illinois 11

64. The formal severance policy for exempt employees is based on:

Flat amount ($____________)Management discretion1 week per year of service2 weeks per year of service3 weeks per year of serviceMore than 3 weeks per year of service65. The formal severance policy for nonexempt employees is based on:Flat amount ($____________)Management discretion1 week per year of service2 weeks per year of service

3 weeks per year of serviceMore than 3 weeks per year of serviceBENEFITS OVERVIEW66. What is the average percent of salary that is allocated to benefits? (Benefitsabove basesalary include all voluntary and mandated benefits)

_____________%67. Total company payroll expense (wages and benefits) as a percent of totalrevenue(most recent fiscal year)_____________%PART-TIME EMPLOYEES68. How do you determine pay levels for part-time employees:Pay is determined by pay structure minimums and maximumsPay is based on differential applied to full-time salaryMarket pricingOther69. What is the minimum number of hours per week that part-time employees arerequiredto work to qualify for:Prorated/Reduced benefits: __________ hours/weekFull benefits: __________ hours/weekBenefits not provided to part-time employees.2009 Compensation & Benefits Survey 2009 The Management Association of Illinois 1270. Check ( ) the box(es) which best describes your part-time benefit policy:Prorated/Reduced Benefit Full BenefitLife InsuranceHealth InsuranceDental Insurance


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Vision InsuranceShort Term DisabilityLong Term DisabilityTuition ReimbursementPaid HolidaysPaid Vacation

Paid Sick/Personal daysEmployee Assistance Program2009 Compensation & Benefits SurveyJOB DESCRIPTIONS 2009 The Management Association of Illinois 13EXECUTIVE100 OWNER/CHIEF EXECUTIVE OFFICERDetermines the basic objectives of the company; formulates plans and policies and allocatesresources for theachievement of these objectives. Establishes or interprets and applies policies established by theowner(s) of the

enterprise or their representatives (Board of Directors, Trustees, etc.). Exercises controls to seethat objectivesare achieved in accordance with basic organization policy. Fully accountable for the results of theactivity of thecompany.101 CHIEF OPERATING OFFICERDirects and coordinates the activities of the line and staff components of the company toward theachievement ofestablished objectives. Is accountable for the full range of operations, providing guidance andanalyzing andappraising the effectiveness of all operations. Acts as Chief Executive in the absence of the ChiefExecutiveOfficer. This position reports to Owner/Chief Executive Officer. If your Chief Operating Officer isalso your CEO,please report position under CEO only.SALES200 VICE PRESIDENT OF SALESResponsible for the entire range of marketing planning and development, sales promotion, andsales activities.Formulates, recommends, and implements policies and programs in the areas of sales, pricing,market andproduct or service acceptance research, and related activities. May also have responsibility forcustomerrelations or advertising.201 SALES MANAGERSupervises sales personnel in designated territories. Implements campaigns to secure sales andrealize full

market potential. Guides sales representatives in and personally promotes and secures newmajor and importantaccounts. Supervises and reviews preparation of quotations, installations, warranty serviceobligations, and otherdetails, such as terms of sales and delivery dates, to ensure conformance with marketing policies.202 OUTSIDE SALES REPRESENTATIVEPromotes, sells, and secures new business, including important and major accounts. Developsnew territories


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and industries, and fulfills market potential of customers and product line acceptance.Demonstrates products orservices, and assists prospects in the selection of those best suited to their needs. Familiarizesestablishedaccounts with new products or services and developments. Prepares documents, such as pricequotations, termsof sales, delivery dates, and service obligations. Writes orders, subject to approval. Investigatesand notifiescompany of competitive products, promotional sales, selling techniques, pricing, warranties, andmarketingpolicies.203 INSIDE SALES REPRESENTATIVEInterprets customer requirements from written or verbal inquiries. Performs telemarketingactivities. Matchescustomer requirements with products and services. Determines possible alterations to standardproducts andservices to meet customer requirements. Advises customers of advantageous changes to theirorder. Furnishesproduct information as required. Arranges for consultations with customers when necessary.

2009 Compensation & Benefits SurveyJOB DESCRIPTIONS 2009 The Management Association of Illinois 14SERVICE204 CUSTOMER SERVICE REPRESENTATIVEResponds to customer inquiries regarding product selection, placement of orders for standardproducts andservices, requests for prices and quotations, and complaints. Expedites orders and requests forliterature.Analyzes individual solutions and takes appropriate action to ensure that customer needs aremet. Processescustomer orders and issues credits. Accesses, updates, and maintains records for individualaccounts.

300 FIELD SERVICE MANAGERSupervises the activities of field service technicians engaged in performing installations,maintenance, and repairof a full range of company products. Plans and maintains the flow of work in the department,accommodatingpriority items. Reviews and evaluates activity reports, and investigates recommendationsconcerning changes tocompany products made by customers or technicians. Performs normal supervisory functions.301 SHOP SERVICE MANAGERSupervises the activities of inside service technicians engaged in performing repair of a full rangeof companyproducts. Plans and maintains the flow of work in the department, accommodating priority items.Reviews andevaluates activity reports, and investigates recommendations concerning changes to companyproducts made bycustomers or technicians. Performs normal supervisory functions.302 PORTABLE SERVICE TECHNICIANPerforms repair and service assignments involving portable products. Checks operation ofproducts to meetindividual requirements or in relation to entire system involved. Diagnoses and determines causeof problems,makes corrections, or replaces units as necessary. Discusses operating results with customerrepresentatives


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and equipment supplier representatives, requiring tact and diplomacy in determining solutions toproblems andbasis on which corrections are made. Makes recommendations concerning changes to companyproducts,improvements, or installations, based on findings.303 PRE-ENGINEERED SYSTEM SERVICE TECHNICIANPerforms repair and service assignments involving pre-engineered systems. Checks operation ofproducts tomeet individual requirements or in relation to entire system involved. Diagnoses and determinescause ofproblems, makes corrections, or replaces units as necessary. Discusses operating results withcustomerrepresentatives and equipment supplier representatives, requiring tact and diplomacy indetermining solutions toproblems and basis on which corrections are made. Makes recommendations concerningchanges to companyproducts, improvements, or installations, based on findings.304 ENGINEERED SYSTEM SERVICE TECHNICIANPerforms repair and service assignments involving engineered systems. Checks operation ofproducts to meet

individual requirements or in relation to entire system involved. Diagnoses and determines causeof problems,makes corrections, or replaces units as necessary. Discusses operating results with customerrepresentativesand equipment supplier representatives, requiring tact and diplomacy in determining solutions toproblems andbasis on which corrections are made. Makes recommendations concerning changes to companyproducts,improvements, or installations, based on findings.

2009 Compensation & Benefits SurveyJOB DESCRIPTIONS 2009 The Management Association of Illinois 15

SERVICE305 ALARM SERVICE TECHNICIANPerforms repair and service assignments involving alarm systems and products. Checksoperation of products tomeet individual requirements or in relation to entire system involved. Diagnoses and determinescause ofproblems, makes corrections, or replaces units as necessary. Discusses operating results withcustomerrepresentatives and equipment supplier representatives, requiring tact and diplomacy indetermining solutions toproblems and basis on which corrections are made. Makes recommendations concerningchanges to companyproducts, improvements, or installations, based on findings.306 PRE-ENGINEERED SYSTEM INSTALLERPerforms installations of pre-engineered systems. Checks operation of products to meetindividual requirementsor in relation to entire system involved. Provides onsite training to customer representatives asneeded. Makesrecommendations concerning changes to company products, improvements, or installations,based on findings.307 ENGINEERED SYSTEM INSTALLERPerforms installations of engineered systems. Checks operation of products to meet individualrequirements or in


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relation to entire system involved. Provides onsite training to customer representatives asneeded. Makesrecommendations concerning changes to company products, improvements, or installations,based on findings.308 ALARM SYSTEM INSTALLERPerforms installations of alarm systems. Checks operation of products to meet individualrequirements or inrelation to entire system involved. Provides onsite training to customer representatives asneeded. Makesrecommendations concerning changes to company products, improvements, or installations,based on findings.309 FIRST AID EQUIPMENT SALES & SERVICE TECHNICIANVisits assigned customer locations, inventories first-aid products and equipment, and restocks asneeded.Checks operation of equipment. Diagnoses and determines cause of problems, makes minorcorrections, orreplaces units as necessary. Makes recommendations concerning changes to company products,improvements,or installations, based on findings. Determines possible alterations to standard products andservices to meet

customer requirements. Advises customers of advantageous changes to their order.310 SHOP TECHNICIANTests, calibrates, and repairs various equipment and products sent in for warranty or repair work.Analyzesmalfunctions and determines necessary steps to repair equipment. May determine warrantystatus. Preparesreports and records on calibration, inspection, testing and repair activities.GENERAL OFFICE400 CONTROLLERResponsible for all accounting activities, including budget, financial forecasting, statistical reports,audits, taxactivities, etc. Formulates and recommends policies on banking, receipt and disbursement offunds, extension of

credit, and fiscal and accounting matters. Responsible for development of standard accounting,analysis andreporting procedures, and exercise of overall financial control.

2009 Compensation & Benefits SurveyJOB DESCRIPTIONS 2009 The Management Association of Illinois 16GENERAL OFFICE401 ACCOUNTS RECEIVABLES CLERKPrepares customer invoices and mail. Matches payments with shipping documents, inputspayments, andreconciles accounts. Records interest charges and refunds. Prepares late notices, and contactscustomersregarding past-due accounts. Maintains customer files and records. Generates standard reports.Performsmiscellaneous bookkeeping duties as required.402 OFFICE MANAGERAssumes direct responsibility for administrative departments. Supervises billing and/or salessupport functions asrequired. Implements and follows through on general office policies. Confers with office personnelregarding thepurchasing of office equipment, systems, procedures affecting more than one department, andthe hiring and


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transferring of employees and office salary structure. Prepares payroll tax returns and performspayrollaccounting for the company as required. Maintains retention schedule for company records.Performs normalsupervisory functions.403 GENERAL CLERKPerforms routine duties requiring the use of a variety of forms, reports, or procedures. Entersdata, preparesreports and verifies accuracy. Maintains company records. Performs miscellaneous clerical dutiessuch as filing,typing, sorting, or photocopying. May act as receptionist. Exercises some judgment to makedecisions followingclearly prescribed standard practices.

2009 Compensation & Benefits SurveyJOB DATA 2009 The Management Association of Illinois 17JOB CODE/TITLE(see Job Descriptions starting on page 13)AVERAGE BASE

SALARYAVERAGEANNUALBONUS/CASHINCENTIVETOTAL # OFEMPLOYEESNORMALHOURSPERWEEKRATEREPORTED IS:

H = HourlyW = WeeklyM = MonthlyA = Annually

100 Owner/CEO101 Chief Operating Officer200 Vice President of Sales201 Sales Manager202 Outside Sales Representative203 Inside Sales Representative204 Customer Service Representative300 Field Service Manager301 Shop Service Manager302 Portable Service Technician

303 Pre-engineered System Service Technician304 Engineered System Service Technician

2009 Compensation & Benefits SurveyJOB DATA 2009 The Management Association of Illinois 18JOB CODE/TITLE(see Job Descriptions starting on page 13)AVERAGE BASE


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SALARYAVERAGEANNUALBONUS/CASHINCENTIVETOTAL # OFEMPLOYEESNORMALHOURSPERWEEKRATEREPORTED IS:H = HourlyW = WeeklyM = MonthlyA = Annually

305 Alarm Service Technician306 Pre-engineered System Installer307 Engineered System Installer

308 Alarm System Installer309 First Aid Equipment Sales & ServiceTechnician310 Shop Technician400 Controller401 Accounts Receivable Clerk402 Office Manager403 General Clerk

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