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Salary Surveys & Salary Benchmarking 2017-06-22T10:04:27+00:00

Salary Surveys & Salary Benchmarking

The value of a Salary Survey

internal and external equity

Company strategy and company performance are driven by individuals.

Good HR and Remuneration structures and practices – founded on accurate, reliable benchmarks, will engage individuals – encouraging performance that will drive your strategy. Defensible benchmarks will also ensure that you are in a position to meet all governance requirements.

Audited salary survey data paints a true picture of what’s currently happening in the remuneration environment.

Why your salary survey should be audited
Equal Pay for Work of Equal Value
The Employment Equity Act section 6, Equal Pay for Work of Equal Value, legislates that equal work (or work of similar or equal value) must now be remunerated equally …. or differentiated fairly. All policies and conditions of employment need to be scrutinised to ensure that they comply with the legislation.

A survey will give you access to market data so that you can accurately benchmark the remuneration for the same/similar/equal value jobs against that of other companies/entities/organisations.

It is the cornerstone of building your own unique pay scale.

A third party adds credibility to the survey. Information is more easily obtained from targeted companies when an independent party collects data.
  • Who are my comparators, for both general skills and those that are critical to the survival of my organisation?
  • Am I being offered a comprehensive overview of both fixed and variable remuneration?
  • What are the benefit practices of leading organisations in the market?
  • What are the latest trends?
  • Is there a robust sample of participants?

What type of Salary Survey should we be using?

Where do you lose your key resources to? Where do you recruit your key resources from?
The answers to these two questions will generally define which markets and/or groups your organisation will compare itself against. The market may be different for different jobs. Thus, the type of survey used will depend on the appropriate choice of comparator groups.

Do you lose your key resources to a defined industry or sector?
Do you recruit your resources from a defined industry or sector?

Industry Survey (Niche Survey)

All organisations within a particular industry are invited to become involved in the design of the survey. The costs are shared equally amongst all participants. Both the remuneration information and specific positions can be agreed at the outset.

More about our niche surveys

Do you lose your key resources to a defined comparator group?
Do you recruit your resources from a defined comparator group?

Customised survey

An agreed comparator group is invited to participate and the survey is completely customised to your requirements. The survey could include benchmarking of remuneration and incentive practices as well as broader reward issues as dictated by the client.

Do you lose your key resources to all industries and all regions?
Do you recruit your resources from all industries and all regions?

Consultation and benchmarking of individual roles

In-house benchmarking – benchmark all the elements of remuneration (both fixed and variable) for unique roles based on your specific company metrics.

Compare your pay practices to those in the market.

OR

Annual subscription to RewardOnline

RewardOnline

Do you lose your key resources
to a country where survey houses are not active?
Do you recruit your resources
from a country where survey houses are not active?

Referenced Data

A methodology has been developed to present salary data in countries where survey data is minimal or absent. This methodology has produced an index that is based on audited data sets and measures that have been developed from a multitude of highly reputable data sources.

More about referenced data

Confidentiality Promise

Our business rests on commitment to confidentiality of data.
Thus under no circumstances would any individual information or any company-specific information be disclosed to any other participant. Our business depends on our commitment to this promise.

Confidentiality promise

National Salary Survey

RewardOnline

RewardOnline, our national web-based Salary Survey, is one of the largest and most reputable Salary Surveys in Africa, and is the only Salary Survey in Africa that is audited. Annual audits ensure that the benchmark data is valid and accurate and that our statistical process is robust.

RewardOnline gives you unlimited access – for a full year – to live remuneration data for all positions included in the survey (currently over 1000 positions) across all levels in the organisation (executive, general staff and bargaining unit staff).

Salary Survey data for all types of surveys is housed within RewardOnline.

  • RewardOnline is convenient, flexible, and easy to use
  • You can filter by the jobs that exist in your company, or access the full database of jobs.
  • You can select the specific percentile results you would like to see.
  • You cando market comparisons of your own organisation’s data (by job, by grade and by job family) and conduct compa ratio analyses per individual (to the market or your industry cut) or to all separate industry cuts.
  • You can customise your reports for:
    • A range of industries
    • A range of locations
    • Your organisation’s own customised grading systems
    • Your organisation’s choice of comparators
  • You can access a track record of your own data and benchmark history
  • You can export graphs to PDF and Excel
  • Different access levels can be set up so that sensitive data can be accessed only by those with permission.
refresh your knowledge!
  • Benchmark data is audited and validated annually by EY for accuracy. RewardOnline is currently the only audited survey in Africa, providing a realistic, up-to-date picture of the current remuneration environment.
  • Data is refined to take into account a range of business metrics, including:
    • company structure and complexity
    • company size
    • industry
    • region
  • Grades (including modal grades) are market-related
  • Executive data is available for both Private Sector and State Owned Enterprises in South Africa and includes Long Term Incentive data.
  • Data is easy to submit. Submit your data once a year via Excel templates sent out by us, or via your payroll.
  • We will also send you a defined questionnaire regarding your organisation’s remuneration policy.
  • Individual job matching is done by us and the client need only validate the matching.
  • Data has been split to detail each element of pay for each position, which will enable you to accurately analyse and compare the elements that make up your organisation’s total reward mix.

Reports include:

  • Job correlation (confirmation of the job matches for your inclusion of data in the survey)
  • Benchmarks for all the elements of pay for each job
  • Compa ratio:
    • per individual to the national market
    • per individual to your industry cut
    • to all separate industry cuts
  • Total Guaranteed Package by grade (national market data)
  • Comparator group against which your organisation has been compared

Premium reports include:

  • Niche reports on remuneration trends
  • A niche analysis against your own select comparator group
  • You will also have access to the RewardOnline Library, which contains articles reflecting current remuneration trends.

Southern Africa

  • South Africa
  • National
    • State owned entities
    • Municipalities
  • Namibia
  • Lesotho
  • Swaziland
  • Botswana
  • Mozambique
  • Mauritius

East Africa

  • Kenya
  • Burundi
  • Ethiopia
  • South Sudan
  • Tanzania
  • Uganda

Central Africa

  • Angola
  • Cameroon
  • Congo (DRC)
  • Malawi
  • Zambia
  • Zimbabwe

West Africa

  • Cote D’lvoire
  • Ghana
  • Nigeria
  • Senegal

Asia

  • India
  • Lao People’s Democratic Republic
  • Myanmar
  • Philippines
  • Singapore
  • Thailand
  • Vietnam

The annual subscription fee:

  • Is all-inclusive (for all national data on the database)
  • Includes initial training
  • Includes a complete set of organisation-wide reports
  • Imposes no limit to the number of users

Niche Surveys

A niche survey offers the client a more focused result, as specific comparator groups (industries, sectors, job families and other factors) can be targeted. We currently run over 50 niche surveys annually – industry surveys, snap surveys and customised surveys – and the survey results contribute to our formidable ever-expanding remuneration database, and allow us to present your company with a tailor-made solution.

Current Niche Surveys

SETA Industry Survey
April 2017 South African Incraese Trends Survey
2017 National Reward Policies and Benefits Practices Survey
2017 SAP Survey
2017 SAP Survey
2017 Hotels and Hospitality Industry Survey
2017 Packaging Industry Survey
2017 Consultant Industry Survey

2017 Niche Surveys

If you would like to be reminded about any particular survey, or surveys, closer to the time, please click below to email us, and in the subject line of your email, type ‘reminder’ and the name of the survey you’re interested in. We will ensure that you receive further information as soon as it becomes available.

Please remind me!
  • Actuaries
  • Agriculture Specialists
  • Artisans
  • Book Publishers
  • Job Evaluation
  • Call Centre Industry
  • Car Rental Firms
  • Consultant Remuneration
  • Day Spas
  • Equal Pay for Work of Equal Value Trends
  • Executive Remuneration Practices
  • Expat Remuneration
  • FMCG Industry
  • Fire and Rescue Specialists
  • Game Lodges
  • Gaming Industry
  • General Managers in the Mining Sector
  • Graduate Attraction, Retention and Remuneration
  • Hotels and Hospitality Industry
  • HR Metrics
  • Increase Trends (for 2018)
  • IT Industry
  • Laboratory Specialists
  • Law Firms
  • Legal Industry
  • Mining Specialists
  • Motor Manufacturing Industry
  • National Benefits Practices and Reward Policies
  • Non-Executive Director Pay
  • Northern Cape Mines
  • Packaging Industry
  • Performance Management Practices
  • Pharmaceutical Industry
  • PR Specialists
  • Private Colleges
  • Private Schools
  • Property Industry
  • Radio Broadcasting
  • Remuneration for Principal Officers and Trustees
  • Retirement Funding Trends
  • Salaries by Industry
  • SAP Specialists
  • Scarce Skills in Mining, Engineering and Manufacturing Sectors
  • Science and Research Specialists
  • Search Engine Optimisation (SEO) Specialists
  • SETAs
  • Short-Term Incentive Practices
  • Travelling Nurses
  • Quantity Surveyors
  • Underwriters
  • Water Boards