How to Outline an Employee Compensation Surveys and Executive Compensation Surveys Canada

Compensation surveys are tools that are used to determine the median or average compensation paid to employees in one or more jobs. Compensation data, collected from several employers or employees, are broken down to develop an understanding of the amount of compensation paid. These compensation surveys may concentrate on at least one job title, geographic region, employer size, and or industries. Compensation surveys may be conducted by an employer association, individual employers, or by survey vendors.

Compensation data is mostly time sensitive and may become out of date quickly. Because of the nature of its time-sensitive information, compensation surveys are most often identified by the year or quarter in which the information was collected. The main purpose of the compensation survey is to provide a means of comparison of salaries at many different companies.

The compensation surveys are most of the times gotten from two means. The first which is through the survey of many different employees; which is referred to as employee compensation surveys Canada and the second which is referred to as employer compensation surveys is gotten from the survey of many different employers.

Many times, at compensation surveys, be it employer compensation survey or employee compensation survey, are used to determine the cause of certain problems such as workplace conflicts, high employee turnover, or any other disturbances or critical incidents. On the other hand, surveys can also be used to check the success or failure rate of certain employee related programs such as a "training program effectiveness survey". In any case, surveys help organizations to not only work smoothly but also to establish long-term goals and strategies. The most common surveys undertaken by organizations are, retention survey, benefits survey, communications survey, loyalty survey, employee satisfaction survey, attitude survey, and work environment survey. Some kinds of surveys also include former employees or employees who are leaving the organization as sometimes it is important to take their survey.

The primary perspectives to be considered while outlining an employee survey are: define the objective of the survey; keep the questions unbiased (open-ended questions are better); determine the demographic factors that may affect the results, such as older employees versus newer employees; ensure that the language is simple and impartial; make sure that all the employees are given equal importance while collecting data; give enough time for answering the survey questions; ensure that the employees get to know the results of the survey as well as the action plan of the company based on the survey results. The questionnaire should not take more than 20-30 minutes to complete. The questions should balance the needs of both the employees and the organization. They should be reasonable and clear to answer, and should ideally allow employees to express themselves in the most effective way.

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