Access Salary Survey Data
Subscribe to one of ERI’s Assessors to access our extensive salary survey database. ERI’s database consists of benefits and compensation surveys vetted by our data scientists to ensure maximum accuracy.
Run unlimited salary reports with data for 48,900+ jobs, 1,100+ industries, and 10,400+ locations.
Learn more about our compensation toolsParticipate in or Purchase an Individual Survey
As a business, participate in a salary or benefits survey to receive a significant discount on the purchase of that survey. Participating ERI subscribers receive their survey for free.
Learn more about our salary surveysDefinition
What Are Salary Surveys?
Data
What Type of Information Is Collected in Salary Surveys?
Base Salaries
Base Salaries
Merit Increases
Merit Increases
Incentives and Bonuses
Incentives and Bonuses
Allowances and Benefits
Allowances and Benefits
Geographic Location
Geographic Location
Employer’s Industry
Employer’s Industry
Employer’s Size
Employer’s Size
Years of Experience
Years of Experience
Required Education
Required Education
How To Choose
How Do I Choose Which Salary Survey Is Right for Me?
Methodology
A good methodology is critical for a salary survey to be useful. Make sure there are enough incumbents taking part in the survey to get the most accurate data. Ensure the survey reports the median salary and not just the mean. This will help fix some of the outliers that will skew the data towards higher salary values.
Methodology
A good methodology is critical for a salary survey to be useful. Make sure there are enough incumbents taking part in the survey to get the most accurate data. Ensure the survey reports the median salary and not just the mean. This will help fix some of the outliers that will skew the data towards higher salary values.
Relevant Job Titles
Usually, compensation surveys collect salary data for myriad job titles. Depending on the industry, some of these job titles may not be relevant to you. If you are in a niche industry with unique job titles, then salary surveys may not be able to give you what you need. ERI’s Assessor Platform allows you to create unique job titles by combining existing job titles together. Otherwise, within a salary survey, the job titles should be unique enough to not overlap.
Relevant Job Titles
Usually, compensation surveys collect salary data for myriad job titles. Depending on the industry, some of these job titles may not be relevant to you. If you are in a niche industry with unique job titles, then salary surveys may not be able to give you what you need. ERI’s Assessor Platform allows you to create unique job titles by combining existing job titles together. Otherwise, within a salary survey, the job titles should be unique enough to not overlap.
Tabulations
Tabulations refer to the way that the data are divided. Generally, the more tabulations the better, but it is best to at least make sure the tabulations for small surveys are by job title, as well as mean and median.
Tabulations
Tabulations refer to the way that the data are divided. Generally, the more tabulations the better, but it is best to at least make sure the tabulations for small surveys are by job title, as well as mean and median.
Participation
How Do I Participate in a Salary Survey?
- Find the participation deadline.
- Access the survey form or questionnaire.
- Match jobs titles from the survey to your organization.
- Submit the questionnaire.
Plan Ahead
Stay on Top of Compensation Planning
To help you plan your salary survey needs, we designed a timeline to navigate the complex pay cycle. Mark your calendar to plan your salary survey schedule.*
*Watch for participation emails to get the latest survey participation news.
October through December
Salary Survey Participation Is Open
Match Job Titles with ERI
January through March
There Is Still Time to Participate in a Salary Survey
Get Access to the Latest Compensation Data
April through June
Explore Our Salary Survey Database
Attend Live Webinars
July through September
Explore ERI’s Individual Surveys
Explore ERI’s HR Compensation News
Our Customers
Who Uses Salary Data?
How To Use
Why Do You Need Salary Surveys?
Legal Compliance
A company that takes part in salary surveys will adhere to regulator compensation standards and will not have to worry about “price fixing.” Finding ballpark estimates of compensation data is easy on the web, but the accuracy is questionable, and the estimates are most likely not tailored to your industry, size, or location. Purchasing salary surveys from reputable sources ensures that you are pricing competitively, while also maintaining confidentiality according to the Safe Harbor Guidelines set by the US Department of Justice and the Federal Trade Commission, as follows:
- All data are reported in summary form only.
- No data are reported for any job at any level where there are fewer than five companies matching (or three companies outside the U.S.).
- Each participant must select a minimum of 10 companies in their custom peer group report.
- No organization’s data will represent more than 25% weighting for any job (or 35% weighting outside the U.S.).
- When choosing a salary survey vendor, be sure that the company adheres to Safe Harbor Guidelines to ensure the confidentiality of your information and help support strong legal grounds for your compensation decisions.
Legal Compliance
A company that takes part in salary surveys will adhere to regulator compensation standards and will not have to worry about “price fixing.” Finding ballpark estimates of compensation data is easy on the web, but the accuracy is questionable, and the estimates are most likely not tailored to your industry, size, or location. Purchasing salary surveys from reputable sources ensures that you are pricing competitively, while also maintaining confidentiality according to the Safe Harbor Guidelines set by the US Department of Justice and the Federal Trade Commission, as follows:
- All data are reported in summary form only.
- No data are reported for any job at any level where there are fewer than five companies matching (or three companies outside the U.S.).
- Each participant must select a minimum of 10 companies in their custom peer group report.
- No organization’s data will represent more than 25% weighting for any job (or 35% weighting outside the U.S.).
- When choosing a salary survey vendor, be sure that the company adheres to Safe Harbor Guidelines to ensure the confidentiality of your information and help support strong legal grounds for your compensation decisions.
Competitive Compensation
Salary surveys distributed by third parties include a list of participating companies to ensure that your industry is accurately represented. The average salary found through hearsay or online is not dependable enough to properly set compensation packages. For that, you need data that break down the total compensation package. For example, a particular sector may pay high salaries, but with long-term and short-term incentives that are below average.
A good third-party salary survey provider will also keep track of jobs that are in and out of demand. If you are an HR professional and not keeping up with the latest job demand trends, you may end up overpaying or underpaying against your competition for a position that is impacted by the labor market.
Competitive Compensation
Salary surveys distributed by third parties include a list of participating companies to ensure that your industry is accurately represented. The average salary found through hearsay or online is not dependable enough to properly set compensation packages. For that, you need data that break down the total compensation package. For example, a particular sector may pay high salaries, but with long-term and short-term incentives that are below average.
A good third-party salary survey provider will also keep track of jobs that are in and out of demand. If you are an HR professional and not keeping up with the latest job demand trends, you may end up overpaying or underpaying against your competition for a position that is impacted by the labor market.
Increased Employee Retention
There is a cost to losing an employee to the competition because of underpriced compensation. According to a study conducted by SHRM, the costs of employee turnover can be as much at 60% of the former employee’s annual salary, and the total costs can be as much as 200%. Regularly buying salary surveys or subscribing to datasets will decrease employee turnover and improve the company’s revenue.
Increased Employee Retention
There is a cost to losing an employee to the competition because of underpriced compensation. According to a study conducted by SHRM, the costs of employee turnover can be as much at 60% of the former employee’s annual salary, and the total costs can be as much as 200%. Regularly buying salary surveys or subscribing to datasets will decrease employee turnover and improve the company’s revenue.
Dependable Data
Without reliable, up-to-date, and accurate salary survey data, you are relying on whatever you can find online or by hearsay.
At ERI, we have two separate ways of accessing salary surveys. You can buy an individual salary survey, for which you can receive a discount through participation. ERI’s salary surveys can be purchased here. Alternatively, you can subscribe to ERI’s Assessor Platform and gain access to all our compensation tools, which allows for pricing of obscure job titles and shift differentials. See a sample of the compensation survey data by signing up for a self-guided demo.
Dependable Data
Without reliable, up-to-date, and accurate salary survey data, you are relying on whatever you can find online or by hearsay.
At ERI, we have two separate ways of accessing salary surveys. You can buy an individual salary survey, for which you can receive a discount through participation. ERI’s salary surveys can be purchased here. Alternatively, you can subscribe to ERI’s Assessor Platform and gain access to all our compensation tools, which allows for pricing of obscure job titles and shift differentials. See a sample of the compensation survey data by signing up for a self-guided demo.
Credibility
How Do You Determine the Credibility of Salary Surveys?
As mentioned above, there are a few ways to determine the credibility of a salary survey. One of the most telling factors is if you can participate in the survey. If this does not apply, then look to other salary surveys. Here are some examples to help you further decide if the third-party surveys are credible:
- Effective and publishing date of the salary survey data – The survey should be published at least three months after the data effective date to follow Safe Harbor Guidelines.
- A list of participants – This will decide the relevance and depth of the data for your company.
- How relevant the job descriptions are for the job titles being benchmarked – Sometimes job titles can vary for different companies. It is important to check and see that the job descriptions are at least 80% relevant to the jobs that you are also trying to price in your own company.
- Confidentiality – Ensure that the survey adheres to Safe Harbor Guidelines.
- Survey methodology – Review the methodology summary to make sure it is consistent with other reputable industry associates, such as WorldatWork. Ensure that the methodology includes a survey of human resources professionals within a company.
Data Points
How Does ERI Use Salary Survey Data?
General and Industry-Specific Surveys
ERI utilizes industry salary survey data to help benchmark pay by industry. ERI’s Assessor Platform combines information from both general and industry-specific surveys and allows you to specify the industry for nearly any job title. Utilize ERI’s software to find industry-specific pay rates from industry salary survey data.
General and Industry-Specific Surveys
ERI utilizes industry salary survey data to help benchmark pay by industry. ERI’s Assessor Platform combines information from both general and industry-specific surveys and allows you to specify the industry for nearly any job title. Utilize ERI’s software to find industry-specific pay rates from industry salary survey data.
Hourly Rates
Salary surveys allow the purchaser to see which job titles use hourly or salaried pay. Jobs that are non-exempt may be hourly, while professional jobs that are exempt may be salaried positions, in general.
ERI’s Assessor Platform can convert compensation for any job title into an hourly rate.
Hourly Rates
Salary surveys allow the purchaser to see which job titles use hourly or salaried pay. Jobs that are non-exempt may be hourly, while professional jobs that are exempt may be salaried positions, in general.
ERI’s Assessor Platform can convert compensation for any job title into an hourly rate.
Executive Rewards
Learn what are the most common executive rewards that are not traditionally part of a standard compensation package. Keep up with the trends to attract and retain top talent while keeping total compensation in line with other companies.
ERI tracks executive rewards in detail in the Assessor Platform.
Executive Rewards
Learn what are the most common executive rewards that are not traditionally part of a standard compensation package. Keep up with the trends to attract and retain top talent while keeping total compensation in line with other companies.
ERI tracks executive rewards in detail in the Assessor Platform.
Global Pay Data
If your company operates globally, you can find which locations around the world have the highest and lowest compensation rates for a particular job title.
ERI’s Assessor Platform has a massive database of compensation for job titles around the globe. To see which locations we cover, refer to this list.
Global Pay Data
If your company operates globally, you can find which locations around the world have the highest and lowest compensation rates for a particular job title.
ERI’s Assessor Platform has a massive database of compensation for job titles around the globe. To see which locations we cover, refer to this list.
Shift Differential Data
Learn how the type of shift, such as the late shift or early morning shift, affects an employee’s compensation.
ERI makes it easy to see how a particular shift can affect pay and helps you easily analyze shift differentials to accurately benchmark compensation. Try a demo of ERI’s Assessor Platform to see how you can utilize ERI’s salary survey data and compensation software to help with salary planning.
Shift Differential Data
Learn how the type of shift, such as the late shift or early morning shift, affects an employee’s compensation.
ERI makes it easy to see how a particular shift can affect pay and helps you easily analyze shift differentials to accurately benchmark compensation. Try a demo of ERI’s Assessor Platform to see how you can utilize ERI’s salary survey data and compensation software to help with salary planning.
ERI’s Assessor Platform
We offer state-of-the-art software to analyze our massive salary database and fulfill your needs as a compensation professional. Learn more about all the other features that ERI’s Assessor Platform has to offer.
- Manage complex compensation plans from planning to hire
- Customize compensation rates based on experience, revenue/assets, skills, education, and certifications
- Evaluate pay equity and much more
Customize Our Salary Survey Database According to Your Compensation Needs
Salary Assessor®
- Benchmark compensation data based on job, location, industry, and organization size and access a robust salary survey database
- Generate the market index by comparing the salary survey mean to the actual salary paid
- Use market salary data to plan salary increases by incentive amount or percent increase
- Use our salary calculator to benchmark jobs and find out what comparable companies are paying
Geographic Assessor®
- Analyze geographic pay differentials in user-defined areas
- Display comparisons by salary percentages or pay periods and save the list for future use
- Compare the cost of living and cost of labor across cities in various countries worldwide
Executive Compensation Assessor®
- Analyze statistics on equity and other non-cash compensation components
- Find compensation data you need for directors, VPs, C-suite executives, and board members
- Create a peer group based on industry, company size, and other user-defined criteria