The document discusses 7 key questions to ask when evaluating salary surveys. It compares traditional annual salary surveys conducted by consultants to the crowdsourced data available from PayScale. PayScale's data is continuously collected and processed, covering unlimited locations and combinations of skills. It provides transparent details on its 250+ compensable factors and data sources to help users determine the best fit for their unique compensation needs.

1. 7
Ques/ons
to
Ask
When
Evalua/ng
Salary
Surveys
Presented
by:
Tim
Low,
VP
Marke0ng
0ml@payscale.com
With
Ka0e
Bardaro,
Director
of
Analy0cs
and
Lead
Economist

2. AGENDA
o The
7
Ques/ons
you
Must
Ask
o Is
the
data
current?
o Are
all
loca0ons
covered?
o Does
the
data
match
your
unique
situa0on?
o How
many
compensable
factors?
o Where
does
the
data
come
from?
o How
much
0me
do
I
need
to
give
to
get
the
data?
o Is
the
data
complete?
o Audience
Q
&
A
(Please
submit
ques/ons
through
chat)

3. A
Brief
History
of
Salary
Data…
o 30
years
ago…
o There
were
salary
surveys
o Conducted
by
consultants.
Yearly.
o You
paid
for
a
‘slice’
of
data
o You
paid
more
for
each
slice
o 10-­‐12
years
ago...
o Online
data
emerged
o Not
all
the
same
o Today…
o crowdsourcing,
big
data,
real-­‐/me
analy/cs,
etc.

4. Ques/on
#1.
Is
the
Data
Current?
Old
data
might
not
reflect
current
trends
Tradi/onal
o Annual
o 3-­‐6
months
to
complete
o Must
be
aged
by
a
comp
professional
o By
the
/me
you
use
it,
it
could
easily
be
one
year
old
PayScale
o Collected
and
processed
con/nually
o Always
at
market
o No
need
to
age

5. Ques/on
#2.
Are
all
Loca/ons
Covered?
You
need
compensa5on
data
that
covers
all
loca5ons,
major
and
rural,
to
get
the
right
fit
for
you.
Tradi/onal
o Limited
geographies,
typically
major
ci/es
o Data
must
be
adjusted
to
account
for
cost
of
living
differences
and
posi/on
demand
for
loca/ons
outside
of
that
scope
PayScale
o Unlimited
geographies,
most
specific
loca/ons
covered
o Matches
for
rural
loca/ons
are
more
precise
o No
need
to
adjust
the
data

6. Ques/on
#3.
Does
the
Data
Match
You?
Your
employees
may
have
a
unique
combina5on
of
knowledge,
skills
and
abili5es
Tradi/onal
o It
may
include
pay
differen/als,
different
years
of
experience,
cer/fica/ons,
or
skills,
but
never
in
combina/on
with
each
other
o If
the
posi/on
is
unique,
it
may
not
be
covered
PayScale
o Combina/ons
of
skills
and
abili/es
are
covered
o Broader
base
of
input
means
unique
posi/ons
can
likely
be
matched

7. Ques/on
#4.
How
Many
Compensable
Factors?
The
more
factors
included,
the
more
accurate
the
salary
data
Tradi/onal
o Must
find
slices
of
data
that
match
all
the
compensable
factors
o Intensive
calcula/ons
needed
to
blend
the
data
PayScale
o Matches
your
unique
job
to
a
market
salary
o Your
employee’s
educa/on,
skills,
experience
level,
cer/fica/ons
and
more
are
matched
o 250
compensable
factors
with
more
than
2000
skills
and
3000
cer/fica/ons

8. Ques/on
#5.
Where
do
they
get
the
data?
Data
transparency
lets
comp
pros
make
beCer
decisions
about
how
well
the
data
source
matches
their
employees
Tradi/onal
o Data
collec/on
methods
are
well-­‐known
and
understood
o However,
exact
sources
of
data
are
not
included
in
a
survey
o Some
consultants
and
online
survey
providers
aggregate
informa/on
from
mul/ple
sources
and
don’t
provide
those
details
PayScale
o Transparent
o Our
methodology
is
public
and
data
sources
are
provided,
right
down
to
specific
user
profiles
(anonymous
of
course)
that
provided
the
info
o PayScale
tells
you
why
it
used
the
source
as
a
match
and
gives
you
control
over
which
data
is
used

9. The
PayScale
Way:
An
example…

10. Using
the
45
closest
matching
profiles,
these
factors
drive
the
salary
#
for
your
par0cular
job

11. PayScale
shows
you
actual
profiles
that
went
into
your
match

12. Ques/on
#6.
How
much
/me
do
you
have
to
invest
to
get
the
data?
What
is
required
to
be
eligible
to
receive
the
data?
How
much
5me
to
do
you
have?
Tradi/onal
o Paper,
spreadsheets
o It
is
typically
required
or
requested
that
employers
par/cipate
in
their
surveys
before
receiving
results.
Comprehensive
data
about
the
company,
policies,
prac/ces
and
salaries
must
be
provided
o The
employer
then
waits
typically
6
months
to
get
the
results
o Time
must
then
be
spent
to
match
the
general
salary
data
to
the
specific
situa/on
PayScale
o Cloud
sofware
o Entering
a
job
/tle
unlocks
a
set
of
ques/ons
about
compensable
factors
affec/ng
pay
for
that
/tle
o Adding
in
more
details
yields
greater
accuracy
o PayScale
tells
you
instantly
what
that
job
should
be
paid,
including
recommended
ranges
o No
aging
or
blending
required—data
is
real-­‐/me
and
at-­‐market

13. Ques/on
#7.
How
complete
is
the
data?
OGen,
employers
compete
for
talent
in
more
than
one
labor
market
Tradi/onal
o Charge
individually
for
each
‘slice’
of
data
and
add
up
the
different
segments
you
need
to
create
a
final
price
o It’s
some/mes
not
possible
to
access
the
en/re
database
of
salary
informa/on
PayScale
o 100%
of
data
is
available
to
each
PayScale
subscriber
o 36
million
salary
profiles
o Accurate
salary
matches
for
all
your
posi/ons
are
very
likely
o Providing
matches,
not
slices,
is
more
modern
and
more
customer-­‐friendly

14. On
“They're
like
the
10
Tradi/onal
O'clock
news.
I
don't
wait
Salary
‘/l
10
0'clock
to
watch
the
Surveys…
news
anymore.
PayScale
is
informa/on
on
demand.
”
Shad
Glass,
Director
of
HR,
Kimray,
Inc.

18. Special
Access
for
You:
Get
the
Complete
Whitepaper
Presented
by:
Tim
Low,
VP
Marke0ng
0ml@payscale.com
Ka0e
Bardaro,
Director
of
Analy0cs
and
Lead
Economist