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Business Insider Salary Database – Home > Flight Department Administration > Compensation Survey > Compensation Survey Help > Compensation Survey frequently Asked Questions (FAQs)
A: Business or corporate members are eligible to participate in the current year’s survey. Member representatives, and compensation survey alternatives, designated by member representatives may participate.
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Other contacts – line pilots, maintenance staff, support staff, etc.. – are not entitled to present survey information, unless designated by a member representative.
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Companies that do not operate an aircraft are not eligible to participate in the survey. Individual Professional Members are not eligible to access or purchase the Compensation Survey.
A: Only business or company members who participated will receive free admission for the year of participation. Member representatives, or Compensation Survey Alternatives who did not participate in the current year’s survey, can purchase access to survey results for $1,000.
Follows Safe Harbor guidelines established by the US Department of Justice and the Federal Trade Commission to protect confidentiality with respect to employee surveys. Only composite data are presented if the results of at least five departments are included in a given category, and if the data from a single department represents more than 25% of that category (on a weighted basis), and if the ‘Results do not reveal or reveal information about the information. a responding department. The results of the published salary survey represent data that is at least three months old.
A: For access to results, member representatives, or compensation survey alternatives, must either have participated in the survey of the current year, or have purchased access to survey results.
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A: No. The compensation survey consists of data provided by Part 91 operators within the United States and broken down by region to show pay disparities across the country.
Q: As a member representative, how can I designate another employee at my company to participate in the survey or view the results?
A: Member representatives can access My Profile to designate other company officials – such as Human Resources contacts – to be Compensation Survey Alternatives.
Select “Organization Personnel” to select or add this contact, and select the role “Compensation Survey Alternative” relationship for this person.
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If you have additional questions, please contact Member Services at 866-363-4650, 202-783-9280 outside the United States, or email membership@.
Q: Do you have to be a member to participate in the survey or buy access to results?
A: Yes. The Compensation Survey is a business or company member-only product. To join, visit membership application. (Membership must be in good standing to access results)
A: Survey submissions must include a base salary entry for each employee. Participants who do not provide this information are not eligible for free access to survey results.
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A: Base salary is the annual amount earned by the employee for the job.
A: Total compensation includes base pay, plus any bonuses or overtime pay. This does not include values associated with employee benefits (ie health insurance).
A: If the employee has not worked in the position for a full year, the annual equivalent should be used.
A: Members are asked to provide salary ranges for flight department positions if they have pre-specified ranges. On the “Salary Range – Minimum” table, these rows are displayed, with the values in the “Minimum” column receiving the lowest – the lowest possible value, at the low end of this salary.
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Since these values reflect the company’s defined salary ranges for employee categories, they may not reflect actual salaries. Not all companies have a set compensation range for employees.
Compensation Survey Charts follow the box and whisker format. The box shows the first (lower) quartile on the left and the third (upper) quartile on the right. The band in the box indicates the median. The dot, if present, marks the average (the arithmetic mean). The whisker lines represent the minimum value on the left and the maximum value on the right.
A: Duty time shall include the general time required to prepare, complete performances (including RONs) in a scheduled flight as well as the time required for administrative functions, training, meetings and other duties not related to a flight. The duty day begins when the crew enters the company premises and ends when the crew leaves the premises. Time away from domicile on a flight counts towards working hours.
A: welcomes the participation of all members during the defined survey period every spring, beginning in March. Once the survey is closed, and the results are compiled, the surveys can no longer be accepted.
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A: The results of the survey will be published as soon as the compiled data has been reviewed and verified. The publication date will be determined by the number and quality of responses. Survey deadlines may be extended if necessary to ensure that the results of the survey are as comprehensive and accurate as possible. Survey results for the latest data set are expected to be available in September each year.
Q: Where are the survey questions related to flight department operational information that were previously included in the Compensation & Benchmark Survey?
A: The operational questions have been removed to create a focused compensation survey. The hope is that this will streamline data entry for participants and increase participation, especially among human resources professionals and payroll administrators. A separate flight department operations benchmark survey may be conducted at a later date.Two months ago, the class of 2014 left the gates of their beloved alma mater. Fortunately for them, there are some well-paying jobs that they can pursue.
With the help of Payscale, the creator of the world’s largest database of individual compensation profiles, with more than 40 million today, Business Insider found 15 of the highest paying jobs for young professionals with a bachelor’s degree.
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The numbers are based on median pay, which includes base annual salary or hourly wages, bonuses, profit sharing, tips, commissions and other forms of cash income, for workers with two years of experience or less who shared salary data on the Payscale site.
Data shows that electrical engineering is the highest paying profession for new graduates. This job leads the pack with a median salary of $61,400 for those just out of school.
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The 2021 IDG Insider Pro and Computerworld IT Salary Survey of 1,172 IT professionals sought to understand current thinking about certifications and gather some real-world experiences of how they are viewed by employers. With IT skills shortages rife – recruiter Hays claims 84 percent of employers say they are affected by skills shortages, with shortages in the IT, construction, life sciences, and real estate industries all exceeding the US national average – you’d expect employers to focus time and energy on training. Is that really the case?
According to our survey, 64 percent of respondents currently have IT certifications, up from 59 percent in last year’s survey. While 36 percent do not have certifications, the fact that nearly half of respondents claim that certifications helped them land a job, pay raise, or promotion may mean that figure could change over the course of the year.
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In which technology areas are we currently seeing the most certifications? Top of the certification charts are IT professionals working in security, where over 79 percent have certifications. Next is cloud computing, with over 77 percent, followed by networking at 71 percent.
Due to the rapid acceleration in digital transformations as a result of the COVID-19 pandemic, we would expect to see a demand for increased certifications, especially in some of the hot technology areas, such as cloud, apps and security. However, while 39 percent claim that certifications have not played a role in career advancement, the return on investment of certifications, at least for a large proportion of IT professionals, remains in question.
And yet many see the coming months as an opportunity to improve themselves. While certifications may or may not have direct benefit in affecting job prospects and earnings, some certifications may be more valuable than others. Has this caused IT pros to at least consider pursuing certifications in the next 12 months?
“I want to gain more experience and knowledge in cloud proxy, VDI and security,” said
Compensation Survey Frequently Asked Questions (faqs)
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