Ask the Expert

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Q.  Are required credentials reflected in your pay rates?
A.  Yes. For example, you can't be a Certified Public Accountant without the certification. That also applies to positions with the title of "Chartered/Licensed Accountant". Likewise, to be a Medical Doctor or Corporate Attorney or Registered Nurse, you must possess the appropriate mandatory credentials and associated official licenses.

The total compensation figures are the current competitive rates, according to government surveys, updated from our private sources that track market rate changes.

Actual salaries for senior job-holders with far more years of experience than normal will usually exceed the average and median figures we cite, of course.
Q.  Can you give me more free information/details about Australian wages and after-tax income amounts?
A.  No. Our information about Australian wages is published in complete detail on our web site.

We have no further free information beyond that. If you have questions about Australian tax rates, we would have to refer you to a consultant who would charge for that information.
Q.  Where are the “non-profit” job titles?
A.  "Non-Profit" is not typically seen as a title in pay surveys, particularly not in the Bureau of Labor Statistics Occupational Employment Statistics reports from State Employment Agencies that we utilize as our primary data source.

To the extent that the titles you want are covered in those surveys, we report that data, updated per our statistical Methodology as documented in the Sources tab.
Q.  What about Total Comp and Non-Cash Practices?
A.  After total cash compensation has been supplied, the primary measurable missing component of “total compensation” is benefits: medical, dental, 401k match, deferred compensation, life insurance, retirement, vision plans, legal insurance, sick leave, vacation, etc.

In the past, the Hewitt benefit index has been most precise for an industry-specific measure of how the value of these components stack up. Done by their actuaries, is it generally quite expensive. It requires the actuaries to specify, review and "value" the company benefits and indirect pay and then compare every element to other companies’ benefits. However, does give a barometer of how one"s company compares to the market place.

The info combined with cash compensation data then gives a measure of the type of total compensation you want.

So there is an answer there, it is just very expensive to get.

There is no practical way for most analysts to report all the specifics of all the variables that affect employment and pay decisions. That could include such elements as guaranteed versus contingent pay, the type and timing of incentives, long-term income distributions, vacation schedules, holidays, personal leave, life and health insurance, dependent coverages, educational benefits, perquisites such as parking and special privileges, working hours, job security, retirement and savings programs, work environment, etc. The list of potential considerations is literally endless, and each person places a unique value on each. Thus, most professional analysts restrict their factual reports to only those subject elements where they have credible and demonstrable data whose provenance can be easily defended.
Q.  Do you have a SalExpPro demo?
A.  No, I am afraid that we do not have a demonstration version of SalaryExpert Pro. We have worked hard to keep the cost of SalaryExpert Pro down.

The basic SalaryExpert system is completely free. A demonstration version of a vastly expanded and extremely inexpensive product whose truncated version is completely free seemed, to us, to be redundant and unnecessary. All our subscriptions are guaranteed, so we have found no need for a more elaborate trial version than our display at I must admit that we considered it more vital to enhance the system for wider user applications (while keeping the cost low) than to spend development money on marketing tools.
Q.  Does SalaryExpert meet H-1-B standards?
  • The data must have been collected within 24 months of the publication date of the survey.

  • The survey must be across industries that employ workers in the occupation.

  • The survey must provide an arithmetic mean of the wages for workers in the appropriate occupational classification.

  • The survey must identify a statistically valid methodology that was used to collect the data.
Those specific standards apply to count-approval requirements for immigration (H1-B) visa prevailing wage surveys offered to rebut government presumptions on current minimum rates which must be paid to scarce-skill green-card holders, as I recall, without looking up the citations and subjects. I could easily be wrong on a few of the details.

Nevertheless, SalaryExpert datasets, updated as they are from the original BLS OES data sets, are merely current projections of the original info supposedly used by the government agencies citing mandatory minimum pay rates for these foreign workers. We are not doing a new survey, so our information cannot fit within these criteria for immigration service acceptance. Even the original BLS OES data that we start with is frequently published "out of date" compared to the government"s own standards. One-third of all OES data is updated every year, so during any one year, one-third of the original BLS data is over two years old. Our Methodology section details all the specifics about our data sources and their nature.

Q.  How Do My Preferences Affect the Career, Premium Salary or Executive Compensation Reports?
A.  Your input determines the answers in all our reports.

All jobs have been classified into potential industry application sectors. When you order a personalized report, you select interest areas from a list of those occupational categories, and your job title inputs are also analyzed for occupational catagorization. This report thus matches and compares your interest and experience choices (including those involved in your current and past jobs) to the potentially appropriate jobs and industries. In the section, "About Your Past", we ask about previous and prior previous job titles and about any other industries in which you had at least one year"s experience; these are also factored into the report output.

When we ask a question, the answer is frequently used to modify the resulting report. For example, the number of years experience you have on a job and your industry of preference will affect the predicted appropriate competitive compensation rate for you. On the other hand, we do ask some questions like current/expected salary and anticipated bonus percentage that do not affect the computerized report model at all. Those questions, as explained in the Methodology covered in the Sources section, are collected for research purposes. The answers are turned over in anonymous form to PhD researchers employed by ERI Economic Research Institute who analyze such information for studies concerning the nature of work in America.