FreshView Express

Recruiting and retaining the right people requires accurate pay data. SalaryTrends� from Cascade Employers Association is here to help.

Contact: [email protected].

  

Despite a weak job market, most companies reported improved confidence for budgets in 2013. Cascade's 2012/2013 Salary Budget Survey reported that area employers were planning pay increases averaging about 3%.

  

So, that was the projection but what is actually happening in 2013...and what do pay practices for 2014 look like? To get the answers, take a few moments to participate in the 2013/14 Salary Budget Survey.

  

       

It's only 6 data questions, and shouldn't take more than 5 minutes. All participants will receive free reports in October.

  

Survey deadline: August 16, 2013.

  

Oregon Regional Pay Survey by SalaryTrends^� indicates that average salary levels for most jobs in Oregon and the Northwest continue to slowly rise; supported by analysis of historical pay trends, we found that actual market practices indicated a steady average increase of about 2% per year or .001667 per month.

 

Although the rate of change varies by job, the overall average change from May 2012 to May 2013 is worthy of noting. The following table summarizes average salary changes in the Oregon Regional Pay Survey for all jobs with at least 15 employer responses:

 

 

* % change in average salary from 2012 to 2013

 

Caution! The averages don't tell the whole story ... they include jobs with significant changes in average salaries and jobs with little or no change, or even decreases in average salaries.  To get an accurate view of what is happening with salaries, it is important to look at the data for individual jobs. 

 

To illustrate, the following table summarizes average salary changes for specific jobs in the Oregon Regional Pay Survey.  Included are the Executive, Exempt and Non-Exempt jobs with the greatest percent change in salaries between May 2012 and May 2013. Again, to assure maximum validity, the summary is based on jobs with at least 15 employer responses:

 

 

 

An employee's overall satisfaction with their job is the result of a combination of factors -- and financial compensation is only one of them. With talent for many skilled jobs in scarce supply, employers must pay attention to market pay data to keep the talent they have and to support recruiting efforts when additional talent is required. Will your pay practices withstand increased competition for scarce talent? 

 

To find out if you are paying your employees competitively, take a look at what the Oregon Regional Pay Survey at SalaryTrends.com has to offer.